Everhour tracks task and project hours for billing and payroll review, while small businesses keep work records organized.
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 small business time tracker helps you turn daily work into a usable weekly record. The practical goal is simple: capture who worked, which project or client received the work, which task was done, and whether the time is billable. A clean week of entries gives an owner, bookkeeper, or manager a faster path to payroll review, client billing, and job costing.
For U.S. employers, the FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific timekeeping form or system. Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. A small business can use any complete and accurate method that preserves those details.
Useful entries start with a date, person, start and stop time or total hours, project, client, task, and notes when the work needs explanation. Billable status matters because payroll hours and invoice hours answer different questions. A service business also needs rates in U.S. dollars when time feeds billing, since U.S. users normally quote payroll and client rate fields in USD.
A weekly record should keep the FLSA workweek separate from the billing period. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Covered nonexempt 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. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Small teams often lose accuracy when people reconstruct a week from memory on Friday afternoon. Timers reduce that drift because they capture work as it happens, while manual entries still need same-day discipline and enough detail to explain the time later. A mixed setup works when the business sets clear rules for which work needs live tracking and which work can be entered after completion.
Weekend and holiday work also needs careful labeling. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless weekly overtime is triggered or another law or agreement applies. Marking those days separately still helps a manager review schedules, client commitments, and policy exceptions without turning every weekend entry into an automatic overtime assumption.
A one-off weekly total is enough when you only need to add hours for a small job, check one contractor's invoice, or estimate a short internal project. It stops being enough when several people work across clients, payroll needs review, or a manager needs a reliable record of edits, approvals, and missing time. At that point, the business needs a workflow, not a standalone total.
Everhour Time Tracking supports that workflow with live timers, manual entries, reminders, locked periods, approvals, and automatic timer stop rules. Entries can feed timesheets, reporting, budgeting, invoicing, and payroll review, so the same tracked hour can support multiple back-office steps without re-keying the same work into separate files.
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 practical entry includes the worker, date, project, client, task, hours, billable status, and any note needed to explain the work. Employers covered by the FLSA minimum wage or overtime provisions also need records showing hours worked each workday and total hours worked each workweek for covered employees.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a particular form, app, clock, or spreadsheet. The method has to produce complete and accurate records, including daily and weekly hours for workers covered by the FLSA minimum wage or overtime provisions.
Separate fields prevent billing and payroll from getting mixed together. Payroll review needs all compensable work time, while client billing usually needs project, client, task, billable status, and rate context. A non-billable admin task still matters for payroll and staffing, even when it never appears on a client invoice.
Weekend hours should be recorded with the correct date and workweek, but federal overtime does not apply solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. Covered nonexempt employees must receive FLSA overtime when hours worked exceed 40 in a workweek, unless a state rule, policy, or contract adds another premium.
Federal 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 laws, contracts, audits, or industry rules can require longer retention, so the record system should support organized storage and retrieval.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then sends those records into timesheets, reporting, budgeting, invoicing, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep submitted time controlled before it reaches billing or payroll.
Track approved hours by project, client, and task with Everhour Time Tracking, then use the same records for timesheets, invoices, budget review, and payroll preparation.
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