Everhour keeps hours tied to projects and budgets, while a simple weekly workflow keeps records clear.
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 came here to record work time without building a complicated system first. A usable weekly record shows who worked, the date, the project or client, the task, total time, and whether the time is billable. That is enough for a freelancer sending a bill, a manager checking project effort, or a team lead reviewing weekly capacity.
For U.S. payroll use, covered employers need complete and accurate records for non-exempt workers under the FLSA. Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. The FLSA does not require a specific timekeeping form or system, so a simple method works when it stays complete and accurate.
A low-friction workflow starts with one choice: record time as work happens or enter it after the task ends. Timers reduce end-of-week reconstruction, while manual entries work for short sessions, field work, or corrections. Each entry still needs the same core labels: date, person, project or client, task, hours, and billable status.
Simple tracking breaks when people add vague blocks such as "admin" or "client work" without a project or task. Use the smallest category that still helps a later decision. Billing needs billable and non-billable separation. Budget review needs project totals. Payroll review needs daily and weekly hours for covered non-exempt employees, not only a month-end total.
A simple tracker should not average hours across weeks. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. 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.
Weekend and holiday work need careful labeling, but the federal rule is weekly. 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. State wage, overtime, privacy, and employee-monitoring rules can add requirements.
A free weekly record is enough when you need a fast total, a clean invoice backup, or a personal check on time spent. It also works for a small job with one client, one rate, and no approval path. Keep the export or saved record with the invoice, payroll file, or project notes so the number remains traceable.
A managed workflow becomes necessary when hours feed recurring budgets, client billing, approvals, or project controls. Everhour Project Budgeting tracks time and money budgets as people log work, supports recurring budget periods, and can send threshold alerts at 75%, 90%, and 100%. That turns simple time entries into budget signals before a project runs past its limit.
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.
The simplest reliable method is a weekly log with date, person, project or client, task, hours, and billable status. Add time as work happens when possible. If you enter time later, use the same day and task labels so the record supports billing, payroll review, and project totals.
Manual entries are acceptable when the record stays complete and accurate. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific timekeeping form or system. Manual entries need enough detail to show daily hours worked and total hours worked each workweek where those records are required.
Yes. Billable status prevents invoice disputes and shows which hours create revenue. Non-billable time still matters because it affects project cost, utilization, and staffing decisions. A simple tracker should label both instead of hiding non-billable work inside a general weekly total.
No. The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Covered non-exempt employees must receive overtime pay when hours worked exceed 40 in a workweek, unless another law, policy, contract, or agreement creates a different requirement.
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. Keep records tied to the payroll period, worker, project, and source entry so later review does not rely on memory.
Everhour Project Budgeting turns logged time into live budget tracking for time-based or money-based project limits. Teams can set one-time or recurring budgets, include or exclude expenses from fee budgets, and receive alerts when spending reaches defined thresholds.
Use simple entries for the week, then let Everhour connect approved hours to project budgets, threshold alerts, and billing methods that keep work, cost, and client limits aligned.
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