Everhour supports mobile time tracking, while accurate U.S. records still need complete daily and weekly hours.
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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A mobile time tracking app is for work that starts before you reach a laptop, moves between locations, or happens in short blocks during the day. Use it to record start time, stop time, task, project, client, and notes while the work is fresh. On a phone, the cleanest routine is opening the tracker before the task starts, then reviewing entries before submission.
U.S. wage-and-hour rules do not require a specific clock, app, or form. The FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. A mobile app works when it produces complete records, keeps the workweek intact, and gives managers enough detail to approve payroll, billing, or project reports.
Each entry should identify the person, date, start time, stop time, total hours, project or job, and whether the time is billable. For U.S. billing, rate and invoice fields normally use U.S. dollars. A weekly view should show regular hours, paid time not worked if your policy tracks it, and the total hours actually worked during the fixed workweek.
The federal overtime baseline is weekly. 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 regular rate of pay. A workweek is a fixed, regularly recurring period of 168 hours, and hours may not be averaged across two or more workweeks for FLSA overtime purposes.
Mobile tracking fails when workers save entries for the end of the week, reuse a single all-day block, or skip project details because the screen is small. Those shortcuts make later review harder. A five-minute task note written at the time usually beats a perfect-looking weekly total with no context, especially when a manager needs to approve client billing or correct a payroll question.
Privacy also matters. U.S. obligations vary by state and sector, but businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies that keep sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely. California employee time-tracking data can also fall under CCPA obligations for covered businesses.
A free mobile tool is enough for a solo worker who needs a simple day log, a client summary, or a record to copy into another system. It works best when one person controls the entries and the risk is low. The record still needs daily hours, weekly totals, and a clear link between time and the work performed.
A managed workflow becomes necessary when multiple people submit time, managers approve entries, or payroll and billing depend on the same record. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Those controls turn phone entries into reviewed records instead of scattered notes.
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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Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes, if the records are complete and accurate. The FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. It does not require a specific time clock, form, or device.
Workers should review dates, start and stop times, total hours, project or job names, billable status, and notes that explain the work. Weekly totals also need a check against the fixed workweek because covered non-exempt employees get FLSA overtime after 40 hours worked in that workweek unless exempt.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Federal overtime applies when covered non-exempt employees work over 40 hours in a workweek, unless another law, policy, or agreement creates a different premium rule.
Employers must 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. A mobile app should make retrieval and export practical before the retention period becomes a problem.
Delayed entry causes the most rework because workers reconstruct the week from memory. That creates missing task names, rounded blocks, and weak notes. Short, same-day entries give managers better records for payroll review, client billing, and corrections.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Those settings keep mobile entries aligned with the team's review process before payroll or billing.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with columns, grouping, filters, date ranges, and exports. Teams can review mobile time alongside project and billing data instead of rebuilding the week in a spreadsheet.
Track work from the phone, then apply team rules before payroll or billing. Everhour gives managers controlled approvals, locks, limits, and capacity settings for cleaner time records.
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