Everhour records task and project time through timers or entries, giving growing teams structured employee time data.
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 scalable setup starts with the employee time record, not the timer button. For U.S. covered employers, FLSA records for non-exempt workers must include hours worked each workday and total hours worked each workweek. The FLSA requires accurate records, but it does not require a specific timekeeping form or app.
The app must support a fixed workweek, daily entries, weekly totals, corrections, and review before records feed payroll, billing, or project reporting. A workweek under the FLSA is a fixed period of 168 hours, and hours cannot be averaged across multiple workweeks for FLSA overtime purposes.
Scalable employee time tracking needs stable labels for projects, clients, tasks, people, and billable status. A small team can survive with notes like "admin" or "client work." A larger team needs the same categories across departments, so reports compare the same type of work instead of mixing payroll time, project time, and internal time.
A useful record connects the person, date, task, project, and total time. For example, a designer may log 2.5 hours to Client A, website redesign, billable design review, then add 1 hour to internal meetings as non-billable. That structure supports client billing, project budgets, utilization review, and payroll checks without rewriting entries later.
Scalability adds controls. Managers need approvals before payroll or billing use the time, closed periods need protection from late edits, and reminders need to catch missing entries before month-end cleanup. The system should also separate timer-based entries from manual or past-date entries, because reconstructed time records often need closer review.
Privacy belongs in the setup, not after rollout. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only needed sensitive personal information, protect it, and dispose of it securely. California employees and job applicants can also fall under CCPA obligations for covered businesses.
A free weekly tool is enough when you need a quick total, a one-off timesheet check, or a simple record before entering data elsewhere. It is also enough for a solo worker or very small team that can review every entry manually and does not need recurring approvals, locked periods, or project-level reporting.
A managed workflow becomes necessary when tracked time must feed invoices, payroll review, budgets, and reports across many employees. Everhour Time Tracking supports timers and manual entries against tasks and projects, works inside supported project tools, and gives admins approvals, locked periods, reminders, and timer rules. That turns time capture into a repeatable system of record.
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.
Growing teams need consistent project, client, task, person, date, and billable-status fields. They also need approvals, correction rules, locked periods, and reporting categories that stay the same across departments. Without that structure, weekly totals become hard to audit and project reports turn into cleanup work.
Yes. Covered employers can choose the timekeeping method, as long as the records are complete and accurate for non-exempt workers. For employees covered by the FLSA minimum wage or overtime provisions, the record must show hours worked each workday and total hours worked each workweek, regardless of whether the system is a paper sheet, spreadsheet, clock, or app.
FLSA overtime is measured by workweek. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5 times the regular rate.
Loose categories make reports unreliable. Entries labeled only as "work," "admin," or "client" do not show whether time belongs to a project, task, billable activity, payroll review, or internal overhead. Scalable tracking needs consistent labels before the team depends on reports for budgets, invoices, and staffing decisions.
Teams should collect the time data needed for payroll, billing, budgets, and project review, then protect and retain it according to policy and law. FTC guidance for sensitive personal information points to collecting only what is needed, keeping it safe, and disposing of it securely.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including work logged inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Entries can feed timesheets, reports, budgets, invoices, and payroll review.
Everhour gives admins approval workflows, locked periods, reminders, and timer rules. Managers can review submitted time before payroll or billing, protect approved periods from regular member edits, and use reminders to reduce missing entries before reports are finalized.
Track approved hours, project work, and billing-ready records in Everhour, then carry employee time into timesheets, reports, budgets, invoices, and payroll review.
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