Everhour Timesheets organize weekly working hours for approval, while HR managers keep payroll, leave, and compliance records accurate.
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 it to build a clean weekly view of employee hours, HR team workload, leave entries, and payroll handoff details. The practical goal is a record an HR manager can review before payroll, support during compliance checks, and use for absenteeism reporting. A clear record shows who worked, the dates worked, the hours actually worked, and any leave or absence time that affects HR reporting.
HR managers usually track more than their own schedule. They coordinate HR specialists and support staff, monitor whether departmental tasks finish accurately and on time, and connect time data to payroll, training, benefits, and regulatory compliance work. The same weekly record can show an HR generalist's payroll-processing time, a recruiter's interview blocks, a training coordinator's class preparation, and absence entries for employees across the organization.
For U.S. covered employers, the federal baseline is accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. The FLSA does not prescribe a timekeeping system. It requires a complete and accurate plan, and the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate.
A practical HR record separates hours actually worked from paid time not worked. At a covered U.S. employer with an FMLA-eligible employee, a recruiting coordinator's week can show 8 hours worked on Monday, 6 hours worked plus 2 hours of FMLA leave on Tuesday, and daily worked-hour totals for the rest of the week. Payroll sees the weekly worked-hour total for overtime review, while HR keeps leave dates and partial-day hours for the FMLA file.
HR categories should answer the questions HR managers actually face. Payroll review needs hours actually worked by day and workweek. Leave administration needs absence dates, partial-day leave hours, and paid time not worked. Department management needs visibility into HR workload across payroll processing, benefits administration, training coordination, recruiting support, compliance work, and employee-record maintenance.
For HR teams inside professional-services firms, project or client categories can also matter. BLS lists professional, scientific, and technical services as the largest employer category for HR managers, accounting for 15% of HR manager jobs in 2024. Client codes help separate internal HR administration from work tied to a consulting engagement. Private employee notes, medical details, and investigation narrative do not belong in an ordinary time entry.
A one-off tracker is enough for a single weekly reconciliation, a small department check, or a temporary cleanup before payroll closes. Use it when the worker count is limited, managers only need the current period, and the output can be stored with the payroll or HR file. Keep the record complete and accurate for the worker category, jurisdiction, and policy or contract rules that apply.
A managed workflow fits recurring payroll review, multiple approvers, leave tracking, and audit-ready handoffs. Everhour Timesheets collect weekly project hours and working hours by person, let employees submit time, and let managers approve, reject, partially approve, or lock entries before payroll or reporting uses them. That structure gives HR a repeatable record for each pay cycle.
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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No. The FLSA requires covered employers to keep accurate records for nonexempt workers, but the U.S. Department of Labor does not prescribe a specific timekeeping method. A federal baseline record must be complete and accurate; state wage, privacy, employee-monitoring rules, and employer policies can add separate requirements.
Review daily hours worked, total hours worked each workweek, leave entries, and corrections made after submission. For covered nonexempt employees, the weekly total drives FLSA overtime review because hours over 40 in a fixed 168-hour workweek require at least 1.5 times the regular rate. Hours cannot be averaged across workweeks for that federal overtime calculation.
Under FLSA guidance, employers must preserve payroll records for at least three years. Wage-computation records, including time cards, time sheets, and work schedules, should be retained for two years. FMLA records at covered U.S. employers with FMLA-eligible employees must be kept for at least three years, including leave dates and partial-day leave hours.
At a covered U.S. employer with FMLA-eligible employees, partial-day FMLA leave needs dates and the hours of leave taken in increments of less than one full day. Keep those leave hours distinct from hours actually worked so payroll, attendance, and FMLA files do not mix different record types.
Time records contain employee personal information, so collect only details needed for payroll, leave, compliance, and workforce reporting. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, keep sensitive employee information secure, and dispose of it safely. For covered businesses, the CCPA extends privacy rights to California residents who are employees or job applicants.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval. Managers can approve, reject, partially approve, and lock entries, giving HR a reviewed set of hours before payroll or reporting uses them.
Everhour Reporting lets HR managers build reports with columns, grouping, filters, date ranges, and formatting, then download CSV, Excel/XLSX, or PDF files. Use the exports for spreadsheet review, archive needs, or recurring operational reports without rebuilding the same view manually.
Move weekly HR time review into Everhour Timesheets, route employee submissions for approval, and lock approved entries before payroll handoff so HR managers work from approved hours.
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