Sensitive time records need controlled access and accurate review. Everhour supports approved timesheets for billing and payroll.
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 secure time tracker helps you record work hours without turning every workday into an open-ended data collection exercise. For U.S. wage-and-hour records, the core need is practical: covered employers must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek.
A good weekly record shows the person, date, project or task, start and stop times or total time, billable status when needed, and any review status. For U.S. users, billing and payroll rate fields normally use U.S. dollars. The tracker should make those details easy to check without collecting unrelated personal information.
Security starts with limiting who can see, edit, approve, export, and archive time records. A freelancer needs a clean billing record. A manager needs team totals and project detail. Payroll needs approved hours. A client usually needs invoice support, not full internal notes or unrelated task history.
U.S. privacy duties vary by sector and state, so the safest workflow collects only the data needed for timekeeping, billing, payroll review, or project reporting. Federal FTC guidance points businesses toward collecting only necessary sensitive information, protecting it, and disposing of it securely. California also gives covered employees and job applicants privacy rights under the CCPA.
Covered employers under the FLSA can use any complete and accurate timekeeping method for non-exempt workers. The method can be a timesheet, timer, app, or other reliable system. The record still needs to support daily hours worked and total hours worked each workweek when the employee is covered by the FLSA minimum wage or overtime provisions.
The fixed workweek matters. Under the federal baseline, a workweek is 168 hours, made from seven consecutive 24-hour periods. Covered non-exempt employees must receive overtime pay at not less than one and one-half times the regular rate for hours worked over 40 in a workweek. Hours cannot be averaged across multiple workweeks for FLSA overtime.
A one-off tracker is enough when you need to total a week, prepare a client invoice backup, or reconstruct a small set of time entries from reliable notes. Small teams can also use it when one person handles review, export, and storage without repeated corrections.
A managed workflow becomes necessary when tracked time feeds billing, payroll review, budgets, or client reporting every week. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for approval, and let admins approve, reject, partially approve, or lock submitted time before records move forward.
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 secure time tracker records the hours and work details needed for billing, payroll review, or project reporting, while limiting unrelated data collection. Strong workflows separate entry, review, approval, export, and archive access. The tracker should also preserve an audit trail for edits and protect approved records from casual changes.
No. Accurate time tracking does not require screenshots or keystroke capture. For many teams, a timer, manual entry, project or task label, daily total, weekly total, and approval status provide the record needed for review. Extra monitoring data creates privacy and access issues without improving the basic time record.
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. Covered non-exempt workers are entitled to the federal minimum wage of $7.25 per hour, effective July 24, 2009, though higher state or local minimum wages can apply.
Yes. The FLSA does not require overtime premium pay only because work happens on Saturday, Sunday, a holiday, or a regular rest day. The federal overtime rule applies when covered non-exempt employees work over 40 hours in a workweek, unless another law, policy, contract, or agreement creates a different premium.
U.S. 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. A secure tracker should support export or archive workflows so approved records remain available after routine editing periods close.
Everhour Timesheets collect weekly project hours and working hours by person, then support submission, approval, rejection, partial approval, and locked approved time. Managers can review entries before payroll, billing, or reporting use them, which keeps corrections inside a defined approval workflow.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. Teams can share reports while role-gating money columns, so time data reaches the right audience with fewer unnecessary details.
Move beyond one-off weekly totals with Everhour Timesheets. Collect submitted hours, approve or reject entries, lock reviewed time, and prepare cleaner billing and payroll review.
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