Law firms need matter-level time records for billing and payroll review. Everhour keeps approved hours organized by project and person.
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 |
|---|
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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Law firm time tracking is for turning daily legal work into records that a partner, billing coordinator, payroll reviewer, or client can understand. A useful entry shows the date, the person, the client or matter, the task, the time spent, and whether the time is billable. A weekly total alone does not explain which matter absorbed the work or whether the entry belongs on an invoice.
The same record also needs to support payroll review when the worker is an employee. Under the FLSA, covered employers must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. The law does not require one specific timekeeping system, but the method must be complete and accurate.
Legal teams should track time by matter, task, and billing status. A discovery review entry, a client call, an internal training session, and a firm administration task belong in different buckets because they answer different questions. Billing needs client-facing descriptions and rate treatment. Management needs non-billable time to see capacity, staffing pressure, and work that cannot be invoiced.
A practical entry can read: client matter, document review, 1.4 hours, billable, attorney rate. A non-billable entry can read: firm operations, billing meeting, 0.5 hours, non-billable. Those labels keep invoice preparation separate from payroll hours. For U.S. records, time-based billing and pay fields normally use U.S. dollars.
Law firms often collect detailed billable entries but miss the payroll record behind them. Billable time answers what the client can be charged. Payroll time answers how many hours the employee actually worked in the workweek. Those numbers can differ when a person attends internal meetings, handles admin work, trains staff, or works on non-billable client support.
For covered non-exempt employees, FLSA overtime is based on hours worked over 40 in a fixed 168-hour workweek, paid at not less than one and one-half times the regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime. Saturday, Sunday, holiday, or rest-day work does not create a federal premium by itself unless weekly overtime is triggered or another law or agreement applies.
A one-off weekly time total works when you need a quick check of hours by person or matter. It is enough for a small correction, a simple internal review, or a short client billing question. It falls short when multiple attorneys, paralegals, and staff members submit time across matters, rates, billing statuses, and approval steps.
A managed workflow gives the firm a record that survives review. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time. That approval trail helps billing and payroll reviewers work from the same source instead of reconciling separate spreadsheets after the fact.
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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A law firm time entry should include the date, worker, client or matter, task description, time spent, billing status, and rate context when the entry supports invoicing. For employee payroll review, covered employers also need records that show hours worked each workday and total hours worked each workweek for non-exempt workers under the FLSA.
Billable time and hours worked are different records. Billable time reflects what the firm can charge to a client or matter. Hours worked reflect the employee's work time for payroll and wage-and-hour review. Internal meetings, training, firm administration, and non-billable client support can count as work time even when they do not appear on a client invoice.
The FLSA does not require covered employers to use a particular timekeeping form, app, or clock-in system. The method must produce accurate records for non-exempt workers, including daily hours worked and total hours worked each workweek. State wage, overtime, privacy, and employee-monitoring rules can add requirements beyond the federal baseline.
A law firm cannot average two or more workweeks to avoid FLSA overtime for covered non-exempt employees. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that workweek at not less than 1.5 times the regular rate.
Federal rules require employers to preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. Law firms may keep billing support longer because client contracts, professional obligations, disputes, or internal policy can require a longer retention period.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll, billing, or reporting. Submitted time can be approved, rejected, partially approved, and locked, which gives the firm a controlled review step before hours move into invoices or payroll checks.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports. A firm can group and filter entries by project, client, member, billable time, labor costs, invoice status, and other available columns, then export reports as CSV, Excel/XLSX, or PDF for review.
Use approved timesheets before billing or payroll review. Everhour keeps weekly project and working hours organized, reviewed, and locked so law firms can rely on clean time records.
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