Cleaner work logs reduce end-of-week cleanup. Everhour turns approved hours into timesheets for payroll and billing review.
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 in a way that produces a usable weekly total, not a loose note about the day. A good work log shows daily hours worked, total hours worked each workweek, and the work category that explains where the time went. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include those daily and weekly hour totals.
A smart setup helps you avoid reconstructed time at the end of the week. It keeps entries close to the work, separates project or client time from general working hours, and gives a reviewer enough context to spot missing days, unusual totals, or billable work that needs follow-up. The result should support a timesheet, invoice review, payroll check, or project report without a second round of guessing.
A complete time entry needs a person, date, duration, and work category. Teams often add project, client, task, billable status, notes, and rate fields when the record feeds billing or project reporting. U.S. billing and payroll rate fields normally use U.S. dollars. The entry should distinguish time actually worked from paid time not worked, because those categories answer different payroll, budget, and staffing questions.
The workweek also needs a fixed boundary. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours. 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 may not be averaged across two or more workweeks for FLSA overtime purposes.
Smart tracking should reduce re-keying and missed entries, then leave the final record understandable to the person who submits or approves it. Useful assistance includes reminders, timer-based capture, clear project selection, and review cues that show gaps before the week closes. The app should help the employee choose the right task or client, not create a black-box record that payroll or billing cannot explain later.
Smart tracking is also separate from employee monitoring. Time records contain personal information, and U.S. privacy obligations depend on sector, state, and business facts. At the federal level, businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance also says companies keeping sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely.
A free weekly tracker works when you need a one-time total, a quick check before billing, or a simple record for a small set of tasks. It stops being enough when multiple people submit time, managers need approvals, work spans several projects, or payroll and billing both depend on the same entries. At that point, the issue is not the weekly total. The issue is control over the workflow.
Everhour fits that managed workflow by collecting weekly project hours and working hours into timesheets. Users can submit time for review, and managers can approve, reject, partially approve, or request corrections before payroll, billing, or reporting uses the data. Submitted and approved time can be protected from edits, which gives teams a cleaner handoff from daily tracking to final records.
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 useful record captures the worker, date, daily hours worked, total hours for the workweek, and the work category behind the time. Project, client, task, billable status, notes, and rate fields become necessary when the same record supports invoicing or project reporting. Covered employers under the FLSA must keep accurate records for nonexempt workers, including daily and weekly hours.
Smart assistance can suggest or prefill categories, but the final record still needs human review. The employee or manager should confirm the project, client, task, and billable status before the entry feeds a timesheet, invoice, or payroll report. A fast suggestion that lands in the wrong client file creates billing cleanup instead of saving time.
Smart tracking does not change the federal baseline. Unless exempt, covered 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. The app should preserve the fixed 168-hour workweek and avoid averaging hours across two or more workweeks for FLSA overtime purposes.
Weekend or holiday work is not automatically premium time under the FLSA. The federal rule requires overtime premium pay when covered nonexempt employees work over 40 hours in a workweek, unless another law, policy, or agreement creates a separate premium. A smart tracker should label the date clearly, then let the applicable rule or contract drive the pay treatment.
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 smart app should support retrieval by person, date range, project, and approval status so records remain usable after the payroll or billing cycle closes.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, or partially approve submitted time and notify the employee when corrections are needed before payroll, billing, or reporting uses the entries.
Everhour can lock submitted and approved time so regular members cannot change finalized entries without a withdrawal or rejection step. That control helps teams keep the approved timesheet aligned with the records used for payroll review, billing checks, and later reporting.
Use Everhour Timesheets to submit weekly hours, review corrections, lock approved entries, and keep payroll and billing handoffs tied to verified work records.
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