Business owners need clean time records for billing and payroll. Everhour adds managed team controls when work grows.
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 scattered work time into records you can bill, review, and retain. A business owner usually needs three views: direct labor for customer invoices, employee hours for payroll review, and internal time that shows where the company spends capacity. The same entry can support more than one view if it identifies the person, date, job or client, hours, rate or pay basis, and business purpose.
For U.S. businesses with employees, the payroll side has a stricter baseline than owner planning. Covered employers must keep accurate records for employees covered by the FLSA minimum wage or overtime provisions, including hours worked each workday and total hours worked each workweek. For time-and-materials service work, person-level, job-level daily entries also support invoices, and U.S. federal time-and-materials vouchers may be substantiated with individual daily job timekeeping records.
Start each entry with who did the work, the date, and the work item. Add the customer, project, job, or internal category before you add the duration. A payroll entry needs hours worked for the workday and a weekly total for covered nonexempt employee review. A billing entry needs the direct labor hours and the contracted rate, normally in U.S. dollars for U.S. users.
A clean service entry reads like: Jordan Lee, March 5, 2026, Client A, website fixes, 3.25 direct labor hours, $95 hourly rate, billable. The billable labor amount follows the contract formula, hourly rate × direct labor hours. A clean payroll entry reads like: Avery Kim, March 5, 2026, warehouse shift, 8 hours worked, payroll. Keep paid time not worked separate if your payroll policy or system tracks it differently.
The owner mistake is treating every hour as the same record. Billable time answers whether a customer should be charged. Payroll time answers whether a covered nonexempt employee has accurate daily and weekly hours. Internal time answers where capacity went. A single weekly total cannot explain all three, and it leaves you rebuilding invoices, payroll review, and margin questions from memory.
Assign one purpose to each entry before the week ends: billable, payroll, internal, or another category your business actually uses. IRS small-business recordkeeping guidance favors daily recording because records work better when transactions are captured as they occur and receipt sources are identified. BLS reported that in 2024, 33% of employed people worked at home on days worked, so the same fields should cover office, remote, and hybrid work.
A free one-off tracker is enough when you need a quick weekly view, a single invoice backup, or a small owner-only work log. It works best when one person enters time, reviews it, and exports it before records change. Keep the output with your business records, since U.S. employers should preserve payroll records for at least three years and basic time and earnings records for at least two years.
A managed workflow becomes the better choice when multiple people submit time, managers approve it, or the same hours feed billing, payroll review, budgets, and staffing decisions. Everhour Team Management supports owner control with approval workflows, locked periods, admin time correction, and weekly capacity, so tracked hours become a governed record instead of a loose spreadsheet.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Start with hours tied to money or legal recordkeeping: direct labor billed to customers, employee hours used for payroll review, and major internal work that changes staffing or pricing decisions. For U.S. covered nonexempt employees, keep daily hours worked and total hours worked each workweek. Owner-only planning records can be simpler, but they still need a consistent project or category.
One entry can support both if it includes the person, date, job or client, hours, and the right purpose tag. Billing uses direct labor hours multiplied by the contracted hourly rate. Payroll review uses hours worked, pay basis, deductions, and gross payroll inputs. Keep the billing rate separate from the employee's pay rate because they answer different questions.
No. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a particular timekeeping form or system. A paper sheet, spreadsheet, app, or integrated tracker can satisfy the federal baseline if the records are complete and accurate. State rules, contract terms, or company policy can add stricter requirements.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate, unless another law or agreement requires more.
Collect the details that support billing, payroll, scheduling, or business records, and skip extra personal information that does not serve that purpose. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. Covered businesses with California employees or job applicants also need to consider CCPA obligations because employment-data exemptions expired on December 31, 2022.
Everhour Team Management lets owners route submitted time through approval workflows, lock time after approval, and correct entries as an admin when records need cleanup. Weekly capacity and roles keep reviews focused on the people and projects the owner actually manages.
Everhour Project Budgeting tracks hour-based or money-based budgets as people log time and expenses. Owners can set recurring budgets for ongoing work and send threshold alerts at 75%, 90%, 100%, or custom levels before a project passes its limit.
Use Everhour Team Management to approve submitted time, lock finished periods, and keep weekly capacity visible before payroll, billing, and workload decisions, creating owner-ready time records.
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