Everhour keeps time tracking simple with timers, manual entries, approvals, and team policies tied to real work.
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.
Use this page to turn daily work into a clean weekly time record. A simple setup should answer four questions fast: who worked, which project or task they worked on, whether the time was billable, and how many hours belong to each workday and workweek.
For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The FLSA allows any complete and accurate method, so a simple app can work if it preserves the right records.
A simple tracking flow starts with a timer or a manual entry, then attaches the time to a client, project, and task. A useful weekly view separates billable and non-billable work, shows daily totals, and keeps comments short enough to review without turning every entry into a report.
For example, a designer can log 2.5 hours to Client A, website revisions, billable, with one note about the page updated. That entry gives the invoice reviewer enough context, gives the project manager a budget signal, and gives payroll a daily total without extra back-and-forth.
A tracker becomes too simple when it stores only a weekly total. Weekly totals hide late entries, missed days, mixed clients, and billable work that should appear on an invoice. For covered nonexempt employees, the record also needs daily hours worked and total hours worked each workweek, not just a rounded weekly number.
Federal overtime for covered nonexempt employees applies after 40 hours worked in a fixed 168-hour workweek at at least one and one-half times the regular rate. The FLSA does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless weekly overtime applies or another law, contract, or policy adds it.
A free weekly tracker is enough for a freelancer, a very small team, or a one-off review of project hours. It works best when you need a fast total, a clean export, and a basic split between billable and non-billable time.
A managed workflow becomes necessary when time records feed payroll, client billing, capacity planning, or approvals. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults, so simple tracking can stay controlled as the team grows.
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 usable setup needs the person, date, project or client, task or work category, hours worked, and billable status. U.S. employers covered by the FLSA minimum wage or overtime provisions also need daily hours worked and total hours worked each workweek for nonexempt workers, so a single undated weekly total is too thin for that use case.
A simple tracker can use both. Timers capture work as it happens, while manual entries handle meetings, travel time, or work entered after the fact. The cleanest setup labels entries consistently and reviews manual additions before billing or payroll use, especially when late entries change daily or weekly totals.
A simple time tracker does not need screenshots to create useful time records. The stronger baseline is complete, accurate time tied to dates, people, projects, tasks, and billable status. U.S. businesses handling personal information should collect only what they need, keep it safe, and dispose of it securely under FTC data-security guidance.
Small teams should separate billable and non-billable time when hours affect invoices, project budgets, or utilization. The split prevents internal meetings, admin work, and rework from appearing as client charges. It also shows whether a project consumes time that never turns into revenue.
Federal FLSA recordkeeping rules require employers to 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. State rules, contracts, or internal policies can require longer retention.
Everhour Team Management lets admins set lock rules, correct team member time, define personal tracking limits, manage weekly capacity, and approve submitted time before payroll or billing review. Those controls keep a simple weekly workflow from turning into editable, unreviewed records.
Set clear team rules before hours reach payroll or invoices. Everhour Team Management gives admins approvals, locked periods, capacity settings, and correction tools for cleaner time records.
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