Everhour organizes work hours into timesheets, budgets, and billing records, with covered nonexempt employee records kept accessible.
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.
This page is for turning a workweek into usable time records: hours by day, totals by week, and labels that explain where the time went. A solo contractor can use the same structure to prepare an invoice. A manager can use it to review a team's hours before payroll, client billing, or project budget updates. The result should be clear enough that someone else can read the record without asking for context.
For U.S. employers, the federal baseline centers on recordkeeping instead of a mandated clock-in format. The FLSA requires covered employers to keep accurate records for nonexempt workers, and 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 method can be digital, paper, timer-based, or manual, as long as the record stays complete and accurate.
A useful entry identifies the person, date, work item, project or client, start and stop time if you collect it, total time, billable status, and rate when billing requires one. For U.S. billing, rate fields normally use USD. Task-level detail works well for client work and project budgets because it connects labor to a deliverable. Client-level detail works for simple retainers. Internal teams can keep non-billable categories visible so utilization reports do not treat every paid hour as client production.
Timers capture work as it happens; manual entries document work after the fact. A practical setup allows both, then separates timer-created entries from later manual additions or corrections. Example: 9:00 a.m. to 10:30 a.m., Client A, website audit, 1.5 hours, billable, USD rate attached; 10:45 a.m. to 11:15 a.m., internal planning, 0.5 hours, non-billable. That structure supports billing, budget review, utilization, and payroll review without turning notes into a diary.
Define the workweek before collecting totals. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, or 168 hours. For covered nonexempt employees, hours worked over 40 in that workweek require overtime pay at not less than one and one-half times the regular rate. Busy and slow weeks cannot be averaged together for FLSA overtime, even when the pay period covers two weeks.
Set a detail limit before the team starts recording activity. Records need enough context to support payroll, billing, and budgets, but excessive activity notes create privacy and security risk. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies with sensitive personal information about employees should collect only what they need, protect it, and dispose of it securely.
A one-off weekly total is enough when you need a quick check, a small invoice backup, or a personal record for a narrow project. It breaks down when several people track the same client, managers approve time before billing, or reports need the same categories every week. At that point, the issue becomes workflow control: who can edit entries, which period is locked, and which hours feed payroll or invoices.
Everhour Team Management fits that managed stage by giving admins lock rules, approval workflow, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. Admins can also correct time for team members when a payroll or billing record needs cleanup. That gives teams a single operating process instead of a weekly scramble through disconnected notes.
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.
Most teams need both because the two methods solve different problems. Timers capture work while it is happening, which reduces end-of-week reconstruction. Manual entry covers meetings, interrupted work, and corrections after review. The cleaner policy states when each method is acceptable and requires every entry to keep the same project, client, task, date, total, and billable status fields.
Usable records connect each total to a business purpose. Include the worker, date, project or client, task or work category, total hours, billable or non-billable status, and notes only when they clarify the work. U.S. employers covered by the FLSA also need daily hours worked and total hours worked each workweek for employees covered by the minimum wage or overtime provisions.
No, a weekly total alone misses required daily detail. 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. Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start/stop time cards or sheets, for at least two years.
Yes, keep both types visible in the same tracking structure and label them separately. Hiding non-billable time makes utilization look better than the work actually performed and weakens project budget analysis. Billable status should stay on each entry because the same project can contain invoiceable delivery work, internal review, sales support, or administrative follow-up.
No, time records do not need screenshot, keystroke, or constant activity surveillance to support billing or wage-and-hour review. A safer design collects the fields needed for the stated purpose and protects employee personal information. Federal privacy enforcement in this area centers on FTC unfair or deceptive practices and data-security obligations. California's CCPA can apply to time-tracking data for California resident employees of covered businesses.
Everhour Team Management lets admins set team-wide working days and hours, timer policy, personal tracking limits, roles, project assignments, and approval rules. Managers can lock approved periods and correct entries for team members, so payroll or billing review uses controlled records instead of editable personal notes.
Everhour can place tracking controls inside supported tools such as Asana, ClickUp, Jira, Monday, Notion, Trello, GitHub, Linear, and Basecamp. Team members log time on the task they are already using, and tracked time flows into one reporting layer for budgets, utilization, and billing.
Move beyond a weekly total with Everhour Team Management. Set approvals, lock periods, assign roles, correct entries when needed, and keep payroll or billing review tied to controlled time records.
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