Everhour gives teams controlled time tracking, approvals, and limits for dependable weekly records across projects and clients.
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.
A reliable time tracker helps you record work as it happens, then turn those entries into weekly totals, project reports, and billing or payroll inputs. For U.S. teams, reliability starts with complete daily and weekly hours for covered non-exempt workers, because FLSA records must show hours worked each workday and total hours worked each workweek.
The practical goal is a record that answers basic questions without reconstruction: who worked, on which task or project, for which client, on which day, and for how long. A dependable tool also separates billable and non-billable time so client invoices, budgets, and internal utilization reports do not pull from the same undifferentiated total.
A useful time entry needs a date, person, project, task or work category, duration, and billable status. Team records also need notes for corrections, approvals, and exceptions. For U.S. billing and payroll workflows, rate fields normally use U.S. dollars. The currency field matters because exported reports and invoices should match the financial system that receives them.
Covered employers may choose any complete and accurate timekeeping method under the FLSA. The method can be a timer, a manual timesheet, or another complete system. The result must still support the required record: hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions.
End-of-week reconstruction creates weak records because memory fills gaps with rounded estimates. A reliable workflow asks people to track against the right project and task during the day, then gives managers a review step before the data feeds invoices, payroll review, or reports. Corrections still happen, but each correction needs a clear reason and a controlled path.
Federal overtime also makes weekly structure important. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the employee's regular rate. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
A free weekly total is enough for a solo check, a quick client estimate, or a short project with low recordkeeping risk. A managed workflow becomes necessary when several people track time across clients, managers approve entries, budgets depend on current hours, or payroll and billing need the same source record.
Everhour Team Management supports that longer workflow with approval rules, locked periods, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. Those controls turn time entries into reviewed records, which is different from collecting hours and cleaning them later in a spreadsheet.
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 reliable time tracker captures complete entries, keeps daily and weekly totals clear, and preserves a review path before records feed billing, payroll, or reports. The tool should show the person, date, project, task, duration, billable status, and correction history. For covered non-exempt workers, employer records must include daily hours worked and total hours worked each workweek.
Manual time entry is reliable when people enter time promptly, use consistent project and task categories, and managers review exceptions before approval. It becomes unreliable when teams rebuild a week from memory, round every day to the same total, or leave uncategorized hours in reports. A timer reduces recall errors, but the final record still needs review.
A reliable U.S. tracker should preserve weekly totals 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 a workweek at not less than one and one-half times the employee's regular rate. State law, local rules, policy, or contracts can add requirements.
Federal rules require employers to preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be kept for at least two years. A reliable tracker should make exports and archives practical because records often need to support later payroll, billing, or wage-and-hour review.
Reliable time tracking should collect the work data needed for time, billing, and payroll review without unnecessary personal data. U.S. privacy duties depend on sector and state rules, while Section 5 of the FTC Act bars unfair or deceptive practices. California's CCPA can cover employee and applicant data for covered businesses, including time-tracking data.
Everhour Team Management adds controls around the record after time is entered: approval workflow, locked periods, admin corrections, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. Managers can review time before billing or payroll use, while regular members work within defined tracking rules.
Use Everhour Team Management to approve time, lock reviewed periods, correct entries, and apply team-wide limits so tracked hours become dependable billing and payroll records.
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