Everhour supports weekly time tracking and approvals, while accurate hour logs keep payroll, billing, and project records usable.
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.
Logging hours means recording time in a way another person can review later. A freelancer may need a clean invoice backup. A manager may need project totals. An employer covered by the FLSA must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek for employees covered by minimum wage or overtime provisions.
A good entry connects the worker, date, start and stop time or duration, project, task, client, and billing status. Notes should explain the work without turning the log into a diary. For U.S. records, time-based billing, payroll, and rate fields normally use U.S. dollars, so rates and totals should match the currency used on invoices and payroll reports.
Daily entries protect the weekly total from guesswork. A Friday reconstruction often rounds Monday through Thursday into clean blocks that look tidy but miss interruptions, task switches, and billable status changes. A timer captures time as work happens. Manual entry still works when the person enters hours soon after the work ends and keeps the task, client, and notes specific.
For U.S. payroll review, weekly totals matter because FLSA overtime is based on a fixed 168-hour workweek. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that workweek at not less than one and one-half times the regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
One hour log can serve several jobs, but each job needs different fields. Payroll review needs daily and weekly hours, worker identity, and a clear workweek. Client billing needs client, project, billable status, rate, and work description. Project management needs task, estimate, remaining budget, and non-billable time, because internal work still consumes capacity.
A common mistake is treating weekend or holiday work as automatically premium time. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. The weekly overtime rule must be triggered, or another law, policy, contract, or agreement must apply. State wage, overtime, privacy, and employee-monitoring rules can add requirements.
A simple weekly hour log is enough when you need a quick total, a one-off invoice backup, or a short record for a small project. It works best when the same person enters and reviews the time, the billing rules are simple, and no approval trail is required before payroll or client billing.
A managed workflow becomes necessary when multiple people track time across projects and clients. Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock submitted or approved entries before payroll, billing, or reporting uses them.
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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An hour log should include the worker, date, daily hours, weekly total, project or client, task description, billable status, and rate when billing applies. 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.
A weekly total alone is not enough for covered FLSA non-exempt workers when the record also needs daily hours worked. Employers covered by the FLSA may choose any complete and accurate timekeeping method, but the record must preserve the required information, not only a rounded weekly number.
Hours may not be averaged across two or more workweeks for FLSA overtime purposes. 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.
Non-billable time should be logged when you need project cost, workload, or utilization records. Client invoices may show only billable time, but internal reporting needs non-billable work such as meetings, revisions, administration, and training to show where paid working time went.
Federal rules require employers to preserve payroll records for at least three years. Basic time and earnings records, such as daily start and stop time cards or sheets, must be kept for at least two years. State rules, contracts, audits, or litigation holds can require longer retention.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for review. Managers can approve, reject, partially approve, and lock entries, which keeps corrected records in place before payroll, billing, or reporting uses them.
Everhour lets teams track time inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Entries stay connected to tasks and projects, so logged hours can feed project reporting without separate spreadsheet cleanup.
Move from one-off hour totals to reviewed weekly timesheets. Everhour supports submissions, approvals, corrections, and locked entries, giving teams cleaner records for payroll and billing review.
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