Employees switch between desks, phones, and field work. Everhour keeps tracked time tied to tasks and 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.
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.
You need one record of employee work time that survives normal device switching. A worker may start a timer in a browser, add a manual entry from a phone, and review the week later from a desktop. The result still needs to show who worked, which day they worked, which project or task the time belongs to, and whether the time is billable.
For U.S. payroll review, the FLSA does not require a specific timekeeping form or app. Covered employers must keep accurate records for non-exempt workers, and records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. A multi-device setup is useful only if it preserves that daily and weekly structure.
Each time entry should identify the employee, date, start and stop time or total duration, project, task, client, and work category. Billable status matters for client invoices. Payroll status matters for wage review. Notes help explain unusual entries, corrections, or time moved between projects. U.S. rate and billing fields normally use U.S. dollars.
A complete weekly record also needs a fixed workweek. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, or 168 hours. Covered non-exempt 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. Hours cannot be averaged across workweeks for FLSA overtime purposes.
The main risk with multi-device tracking is duplicate or missing time. A worker may leave a desktop timer running, restart work on a phone, then add a manual correction later. A practical policy should tell employees which device owns the live timer, whether manual edits are allowed, and which entries require notes before submission.
Privacy also needs a clear boundary. Time tracking records work time; employee monitoring can collect broader activity data. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance also tells companies that keep sensitive personal information about employees to collect only what they need, protect it, and dispose of it securely.
A free weekly tracker is enough when you need a quick total, a one-off client estimate, or a simple record before entering data elsewhere. It stops being enough when several employees switch devices, submit corrections, work across clients, or need manager approval before billing or payroll review.
Everhour fits the managed version of this workflow by letting teams track time in the web app, browser extension, mobile apps, and macOS desktop app. Tracked time can then feed reports, timesheets, budgets, invoices, and exports, so the weekly record becomes part of the operating system instead of a loose total.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes. A team can track from more than one device if every entry lands in the same employee record and uses the same project, task, date, and workweek rules. The policy should also explain timer ownership, manual edits, and duplicate cleanup so device switching does not create two records for the same work period.
The corrected record should show the hours actually worked, with enough context for payroll, billing, or audit review. A manager should review the conflicting entries, remove duplicates, and keep a note or activity trail when the final total differs from the original timer record.
No. The FLSA permits covered employers to use any complete and accurate timekeeping method, but the employer still remains responsible for required records. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek.
Weekend work is useful to flag for scheduling, client billing, and manager review. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies.
The app should collect time data needed for work records, billing, payroll review, and project reporting. Broader monitoring creates separate privacy and employee relations issues. California adds a major example because CCPA rights cover California employees and job applicants for covered businesses after the employment-data exemptions expired on December 31, 2022.
Everhour Reporting turns logged time into customizable reports with 45+ columns, filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. Teams can review time by member, project, client, billable status, labor cost, budget metric, or invoice status after employees track from different devices.
Everhour can run as a standalone tracker or inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Employees can track time where the task lives, while managers still review the combined records in one place.
Track employee hours across devices, then use Everhour Reporting to group, filter, export, and schedule the records that billing, payroll review, and project decisions need.
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