Employee hour records need daily and weekly detail. Everhour Timesheets adds approvals for payroll and billing review.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Track employee hours to create a usable record for payroll, billing, project costing, and management review. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. The law sets the recordkeeping outcome, while the employer chooses the complete and accurate method.
A good weekly record connects each entry to a person, date, project or client, task, and pay or billing status. Teams that bill clients also need billable and non-billable labels. Teams that review payroll need working hours, time off context, corrections, and approvals. Those details prevent a weekly total from becoming a loose number with no audit trail.
Manual entry works when employees record time close to the work and managers review entries on a fixed schedule. A timer works better for task-based work because it captures time as work happens. End-of-week reconstruction creates drift because employees must remember interruptions, meetings, task switches, and unfinished work after the fact.
Use the same categories every week: client, project, task, date, start and stop time when needed, total daily hours, total weekly hours, billable status, and notes for unusual entries. For U.S. billing fields, use U.S. dollars. For payroll review, keep the workweek fixed because the FLSA workweek is a recurring 168-hour period.
Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek under the FLSA. The federal overtime rate is at least one and one-half times the employee's regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, even when a pay period covers more than one week.
Saturday, Sunday, holiday, or regular rest-day work does not create federal overtime premium pay by itself. The weekly overtime rule must be triggered, or another law, policy, contract, or collective bargaining agreement must apply. State wage, overtime, privacy, and employee-monitoring rules can add requirements, so the tracking process should preserve the original daily and weekly detail.
A free weekly tracker is enough for a small one-off total, a rough client estimate, or a simple internal check. It stops being enough when employees submit time every week, managers approve or reject entries, payroll needs protected records, or client billing depends on project-level hours.
Everhour Timesheets gives teams a managed review path: employees submit weekly project hours or working hours, managers approve, reject, or partially approve entries, and approved time stays locked for regular members. That workflow turns tracked hours into a system of record for payroll, billing, and reporting instead of a spreadsheet that changes after review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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No. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific timekeeping form or system. A paper sheet, spreadsheet, time clock, or digital tracker can work if the records are complete, accurate, and show required daily and weekly hours.
For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A useful daily record also includes the project, client, task, and billable status when the hours affect client billing, budgets, or job costing.
No. The FLSA workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek, and hours may not be averaged across two or more workweeks for FLSA overtime purposes.
Time tracking should collect the information needed for payroll, billing, project management, and recordkeeping. U.S. privacy duties are sectoral and state-dependent, and businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies should collect only what they need, keep it safe, and dispose of it securely.
Corrections should preserve who changed the entry, the original date, the corrected hours, and the reason for the change. Managers should review corrections before payroll or billing records are finalized. Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily time cards or sheets, for at least two years.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for manager review. Managers can approve, reject, or partially approve submitted time, and approved entries stay locked for regular members before payroll, billing, or reporting use.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Employees can log time against existing tasks and projects, so tracked hours flow into one reporting layer without moving work into a separate project system.
Use Everhour Timesheets to collect weekly employee hours, review submissions, lock approved entries, and keep payroll and billing records tied to approved time.
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