Everhour turns tracked work into reviewable timesheets, while professional time records still need clear fields, totals, and approvals.
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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A professional time tracker is for recording work in a way that survives review. You need daily hours worked, weekly totals, project or client context, and a clear split between billable and non-billable time. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for non-exempt workers must include hours worked each workday and total hours worked each workweek.
The tracker should also show who entered the time, the date, the task or project, and whether the entry came from a timer or a manual correction. That detail matters when payroll questions, client disputes, or budget reviews happen after the work is done. A clean weekly record can support billing, payroll review, project forecasting, and utilization reporting without forcing someone to rebuild the week from memory.
A complete entry needs the worker, date, project, task, start and stop time or duration, comments when useful, and billing status. Client work usually needs a rate field in U.S. dollars, plus a note that explains the work in plain language. Internal work needs enough context to show whether the hours belong to support, administration, meetings, or delivery.
Teams should track by project, client, and task because those labels answer different questions. Project totals show budget progress. Client totals support invoicing. Task totals show where time went inside the work. Manual entries are valid when the method stays complete and accurate, but end-of-week reconstruction creates gaps because people forget short meetings, context switching, and work that happened outside the main project board.
Professional time records look credible because they are consistent, specific, and reviewable. Rounded blocks, vague labels like "misc work," and missing project names make a timesheet harder to approve. A better line says "March 5, 2026, Acme onboarding, data import review, 1.25 hours, billable." That line gives a manager or client enough information to understand the charge without another message.
A polished tracker also respects the workweek boundary. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, and hours cannot be averaged across two or more workweeks for FLSA overtime purposes. 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.
A one-off weekly total is enough for a freelancer checking a small invoice or a manager reviewing a short project. The record should still show daily hours, the project, and billable status. That level of detail handles simple billing and gives you a basic archive without adding process that the work does not need.
A managed workflow becomes necessary when several people submit time, managers approve corrections, payroll uses the totals, or client billing depends on project detail. Everhour fits that point by connecting tracked time to weekly timesheets, approvals, locked periods, reports, and billing handoff. The workflow matters because approved time becomes the source record instead of a spreadsheet that changes after invoices or payroll have already moved.
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.
A professional time tracker records who worked, the date, daily hours, weekly totals, project or client labels, task detail, billing status, and review history. The record should be easy to approve, export, and explain later. For covered FLSA non-exempt workers, the employer still needs accurate daily and weekly hours regardless of the software used.
Manual entry is acceptable when the method produces complete and accurate records. The FLSA does not require a specific timekeeping form or system for covered employers. Timer-based entries reduce recall errors because people record work as it happens, while manual entries need clear notes and timely review to avoid missing short tasks or late corrections.
Vague task descriptions create the most review friction. A line that says "admin" or "project work" gives payroll, managers, and clients little context. A stronger record names the project, task, billing status, and the work performed. Consistent labels also keep reports useful when the team compares project budgets, client profitability, or non-billable time.
The tracker should preserve the weekly hours needed to review overtime, especially for covered non-exempt employees. Under the federal baseline, covered non-exempt employees must receive overtime after 40 hours worked in a workweek at at least 1.5 times the regular rate. State law, contracts, or company policy can add rules, so the record should keep the underlying hours clear.
Separate labels help review, even though the FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. A premium can apply when weekly overtime is triggered or another law, contract, or policy requires it. Clear day and project labels let payroll apply the correct rule without guessing.
Everhour Timesheets collect weekly project hours and working hours so managers can review time before payroll or billing. Team members can submit time, and admins can approve, reject, partially approve, or lock entries once the record is ready.
Everhour adds tracking controls inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time on the work item itself, then use the logged project and task data for cleaner timesheets and reporting.
Use Everhour Timesheets to collect weekly hours, review submissions, approve corrections, and lock finished periods so payroll and billing start from approved time.
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