Law firms need clean time records for billing and payroll review. Everhour keeps time tracking tied to reports.
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.
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A law firm timesheet should turn daily work into a clear weekly record. Each entry needs the date, person, project or client, task, hours worked, and a billable or non-billable label. U.S. entries normally use USD for rate and amount fields because U.S. coins and currency are legal tender for debts, public charges, taxes, and dues.
For payroll review, a weekly total alone is incomplete for covered nonexempt employees. FLSA records for employees covered by minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. A complete timesheet preserves both views, so the firm can review the week without losing the daily record behind it.
Billing review and payroll review use the same time entries differently. A client invoice needs work tied to the right client, project, or task. Payroll review needs daily hours worked, total weekly hours, and the right worker classification. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek unless an exemption applies.
The federal workweek is a fixed, regularly recurring period of 168 hours. Hours may not be averaged across two or more workweeks for FLSA overtime purposes. Weekend or holiday work does not create a federal premium by itself, unless the weekly overtime rule is triggered or another law, policy, contract, or jurisdiction-specific rule applies.
A practical law firm timesheet should show enough detail for someone else to audit the record later. Use one row per work entry, with consistent names for clients, projects, and tasks. Mark billable and non-billable time separately, and keep payroll fields distinct from billing fields so rate changes or invoice edits do not erase the original time record.
Federal recordkeeping sets a retention baseline. Employers must keep 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. State wage, overtime, privacy, and employee-monitoring rules can add requirements, so a firm should keep its timesheet process consistent across locations.
A one-off timesheet is enough when you need to total a single week, clean up a small batch of entries, or prepare a simple internal review. It works best when the person completing it already knows the correct client, task, rate, and billable status for each row.
A managed workflow fits better when attorneys and staff track time across many clients, projects, and billing periods. Everhour can keep time entries connected to reporting, budgets, utilization, and billing, with customizable reports, grouping, filters, exports, and scheduled email delivery for recurring 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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A useful law firm timesheet includes the worker, date, client or project, task, billable status, hours worked, rate when billing requires it, and a daily and weekly total. Payroll review for covered nonexempt employees also needs hours worked each workday and total hours worked each workweek under FLSA recordkeeping rules.
Yes. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific timekeeping form or system. The method can be a spreadsheet, digital timesheet, timer-based system, or another complete and accurate process that preserves the required records.
Yes, if the timesheet clearly labels each entry. Keeping both categories in one record helps the firm compare total working time with client-billable time. The common mistake is using only billable entries for payroll review, which can omit non-billable work that still counts as hours worked.
No. The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Covered nonexempt employees must receive overtime pay after 40 hours worked in a workweek, unless exempt, and another law, agreement, or policy can create a stricter rule.
Federal rules require payroll records to be preserved for at least three years and basic time and earnings records, including daily start and stop time cards or sheets, for at least two years. State rules, client requirements, firm policy, or contracts can require longer retention.
Everhour Reporting turns logged time into customizable reports with 45+ columns, filters, grouping, date ranges, and export options in CSV, Excel/XLSX, and PDF. A firm can review time by client, project, member, billable status, cost, invoice status, and other available report fields.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members can start timers or add manual entries while work stays tied to the task or project where it happened.
Use Everhour Reporting to group, filter, export, and schedule law firm time reports, so weekly timesheets become repeatable review records for billing, budgets, and payroll support.
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