Everhour supports monthly time review with timesheets, approvals, and locked entries for cleaner payroll and billing handoff.
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.
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A monthly sheet helps you collect daily work, project time, client time, breaks, and notes in one record for the pay period or billing cycle. It is useful for freelancers, agencies, bookkeepers, and managers who need one place to review a full month before invoicing, payroll, or internal reporting.
The monthly view should still preserve each workday and each workweek. Under the FLSA, covered employers must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. A monthly total alone does not give enough detail for payroll review.
A month often cuts across five or six workweeks, so the template needs weekly subtotals inside the monthly period. Federal overtime for covered non-exempt employees 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.
The common mistake is averaging hours across the month. A worker with 45 hours in one workweek and 35 hours in the next still has 5 weekly overtime hours under the federal baseline, assuming the worker is covered and nonexempt. Saturday, Sunday, holiday, or rest-day work does not create federal premium pay by itself unless the weekly overtime rule is triggered or another law or agreement applies.
A practical monthly template should include the worker name, month, fixed workweek start day, daily date rows, project or client, task, start and stop times when used, total daily hours, weekly totals, billable status, rate fields in USD for U.S. billing, and approval notes. Separate billable and non-billable time so invoices and utilization reports do not require cleanup later.
For payroll files, keep the raw daily and weekly detail behind the monthly summary. 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. State wage, overtime, privacy, and employee-monitoring rules can add requirements.
A free monthly template is enough for a single client invoice, a small internal review, or a clean archive of one period. It works best when one person owns the entries, the workweek boundary is clear, and the reviewer only needs a static record.
A managed workflow becomes necessary when multiple people submit time, managers approve or reject entries, and hours feed payroll, billing, budgets, or reports. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time before it becomes the record used downstream.
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 monthly timesheet should include the worker, month, workweek start day, daily rows, project or client, task, daily hours, weekly totals, billable status, notes, and reviewer approval. Payroll-focused templates should preserve daily and weekly hours for covered non-exempt workers because the FLSA recordkeeping baseline requires both levels of detail.
A monthly timesheet can support review only if it keeps weekly totals visible. Federal overtime for covered non-exempt employees is based on hours worked over 40 in a fixed 168-hour workweek, and hours may not be averaged across two or more workweeks for FLSA overtime purposes.
Yes. Separate billable and non-billable columns prevent invoice errors and make project review faster. A client invoice usually needs billable project time, while payroll or internal reporting often needs all working time. Combining both categories forces the reviewer to reconstruct the month from notes.
No. 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 single monthly number hides the workweek boundary and does not show whether covered non-exempt overtime review was completed.
Federal rules require employers to preserve payroll records for at least three years and basic time and earnings records, including daily time cards or sheets, for at least two years. State rules, contracts, grants, or client audit terms can require longer retention, so the monthly file should be easy to store and retrieve.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review time before payroll, billing, or reporting. Managers can approve, reject, partially approve, and lock submitted time, which protects reviewed entries from regular member edits.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with columns, grouping, filters, and date ranges. Saved reports can be downloaded in CSV, Excel/XLSX, or PDF format for monthly billing files, payroll review, or internal archives.
Replace static monthly sheets with submitted, reviewed, and locked timesheets. Everhour keeps weekly project and working hours ready for payroll and billing review.
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