Everhour tracks time by task and project, while accurate records keep payroll, billing, and weekly review clean.
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.
Start with the outcome: a complete record of time worked by day, week, person, and work item. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The law requires accuracy, not a specific timekeeping form.
A practical setup records the worker, date, project or client, task, start and stop time or total duration, billable status, and notes when needed. Teams that bill clients also need rates in U.S. dollars, invoice status, and approval status. Payroll records and client records can use the same source data, but they answer different questions.
Manual entry works when the day has clear blocks and the person records time before details fade. A timer works better for task switching, client work, support queues, and project work that changes during the day. The method matters because reconstructed end-of-week entries often lose small task changes, missed breaks, and non-billable work.
Covered employers can choose any complete and accurate timekeeping method for FLSA purposes. The record still needs daily and weekly totals for covered nonexempt workers. A fixed, regularly recurring workweek is 168 hours, and FLSA overtime for covered nonexempt employees is based on that workweek, not an averaged pay period.
Payroll review focuses on hours actually worked, weekly totals, worker classification, and overtime triggers. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the employee's regular rate of pay. Saturday, Sunday, holiday, or rest-day work does not create a federal premium by itself.
Project review focuses on clients, tasks, billable time, non-billable time, budgets, and progress against estimates. One entry can serve both views only when it carries enough detail. A vague entry like "admin work" creates weak billing support and poor utilization data. A better entry names the task, project, date, duration, and billing status.
A one-off weekly total is enough for a freelancer checking personal capacity or a manager doing a quick review. A spreadsheet can also work for a small team if everyone records time consistently, submits it on schedule, and keeps source records. Federal rules require employers to preserve payroll records for at least three years and basic time and earnings records for at least two years.
A managed workflow becomes necessary when tracked time feeds payroll, invoices, budgets, and approvals. Everhour Time Tracking supports timers and manual entries, logs time against tasks and projects, and works inside tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Admin controls cover approvals, locked periods, reminders, and timer behavior.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Use one record per person, date, work item, and duration, then total the week before payroll or billing review. For covered nonexempt workers under the FLSA minimum wage or overtime provisions, employer records must show hours worked each workday and total hours worked each workweek.
Review time at least weekly because federal overtime for covered nonexempt employees is measured by a fixed 168-hour workweek. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, so late corrections create payroll risk and weak project reporting.
Track the level that matches the decision you need to make. Client-level tracking supports billing totals, project-level tracking supports budgets, and task-level tracking shows where time went. Teams that need invoices, profitability reports, or approvals usually need project and task detail.
A spreadsheet is allowed when it produces complete and accurate records. The FLSA does not require a specific clock, app, or form. The spreadsheet still needs daily hours worked and total weekly hours for covered nonexempt workers, plus reliable retention for payroll and time records.
Collect only the work time data needed for payroll, billing, and operations, then protect and dispose of it securely. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. California employee time-tracking data may also fall under CCPA obligations for covered businesses.
Everhour Time Tracking records task and project hours through live timers or manual entries, including tracking inside supported project tools. Logged time can feed timesheets, reports, budgets, invoices, and payroll review, with admin controls for approvals, reminders, locked periods, and timer rules.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. Teams can group and filter by project, client, member, billable time, labor costs, invoice status, and other columns, then export reports as CSV, Excel/XLSX, or PDF.
Track approved hours by task and project, then carry them into timesheets, reports, budgets, invoices, and payroll review with Everhour Time Tracking.
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