Everhour turns tracked work into approved timesheets, reports, and billing data for legal teams that need defensible records.
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.
Legal teams use time tracking software to record work as it happens, organize time by project or task, and prepare records for billing or payroll review. A useful record shows the person, date, work item, time spent, billing status, and any note needed to explain the entry later. For U.S. employers, payroll records also need enough detail to support wage-and-hour compliance.
The FLSA does not require covered employers to use one specific timekeeping form or system. It requires accurate records for non-exempt workers covered by the minimum wage or overtime provisions, including hours worked each workday and total hours worked each workweek. A legal team can use software, a spreadsheet, or another complete method, but the records must be accurate enough to support pay decisions.
Legal billing time and payroll hours serve different jobs. A client invoice may need billable time, non-billable time, project detail, and USD rate fields. Payroll review needs hours worked by day and total hours worked in the fixed workweek, especially for covered non-exempt employees. A clean system keeps both views connected without treating every billed minute as a payroll rule.
A sample entry can show the difference: a team member records 1.5 hours on a research task, marks it billable for the client, and leaves an internal note for review. That entry helps billing. Payroll still needs the employee's full daily hours and weekly total, including any non-billable work actually performed during the workweek.
A common mistake is reconstructing time at the end of the week from calendar blocks, messages, or memory. Rebuilt entries miss short tasks, overstate clean blocks of focused work, and create weak support for invoices or payroll review. Better records capture time close to the work and keep enough detail to explain the work item without exposing unnecessary personal information.
U.S. employers also need to keep the workweek rule straight. FLSA overtime for covered non-exempt employees applies to hours worked over 40 in a fixed 168-hour workweek, 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 purposes. Weekend or holiday work alone does not trigger a federal premium unless another rule, policy, or agreement applies.
A free tracker is enough for a solo weekly total, a quick billing draft, or a short project with limited review. It works when one person controls the entries and the next step is simple. The risk grows when several people enter time, managers approve records, invoices depend on clean project data, or payroll needs locked support after review.
A managed workflow gives the team a system of record. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time before billing or payroll use. That approval trail matters when time entries move from individual notes into client invoices, payroll review, reports, or retained records.
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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G2
Summer 2026
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Legal billing time and payroll hours can overlap, but they answer different questions. Billing time supports client charges and project review. Payroll hours support wage-and-hour records, including daily hours worked and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. Keep both views traceable.
A practical legal time record should identify the person, date, project or task, duration, billing status, rate field when needed, and a clear work note. For U.S. payroll support, records for covered non-exempt workers also need daily hours worked and total hours worked each workweek.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a particular timekeeping form or software system. The chosen method must produce complete and accurate records, including daily and weekly hours where the FLSA recordkeeping rules apply.
A separate weekend flag helps review, but federal law does not require premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. For covered non-exempt employees, the FLSA overtime trigger is hours worked over 40 in the fixed workweek unless another law, policy, or agreement adds a different rule.
Employers must preserve payroll records for at least three years. Basic time and earnings records, such as daily start and stop time cards or time sheets, must be kept for at least two years. Client billing files may follow separate contract, professional, or internal retention rules.
Everhour Timesheets collect weekly project hours and working hours by person, then allow users to submit time for review. Managers can approve, reject, partially approve, and lock submitted entries before the records feed billing, payroll review, or reporting.
Track weekly project and working hours, review submissions, and lock approved time before billing or payroll handoff. Everhour gives legal teams cleaner timesheet control.
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