HR teams track recruiting, onboarding, records, and payroll support. Everhour turns that time into usable reports.
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 set up a practical HR time log for recruiting, onboarding, employee records, benefits administration, payroll support, employee relations, and internal HR projects. The outcome is a weekly view of where time went by person, function, and work item. Internal HR teams use that view for workload and budget visibility. Client-facing HR consultants, recruiters, staffing teams, and professional employer organization (PEO) teams also need client or assignment tracking for billable work.
Anchor the record to how HR work actually happens. Use sample entries that mirror daily operations: a recruiter logs phone screens, interview scheduling, and requisition updates; a benefits specialist logs benefits questions, payroll support, and records cleanup. Most HR specialists work full time during regular business hours, while some work more than 40 hours per week, so weekly totals matter for staffing conversations and covered nonexempt wage-and-hour review.
Set categories before collecting time. Use function for recurring work, such as recruiting, onboarding, benefits, payroll support, records, reports, and employee relations. Use project for time-bound work, such as a handbook update or records cleanup. Use requisition or candidate for recruiting detail, employee case for sensitive relations work, and client for consulting, recruiting, staffing, or PEO services.
Each entry should identify the worker, date, start and stop time or duration, function, work item, and approval status. Add short notes that prove the business purpose without exposing unnecessary employee details. A useful recruiting entry reads: March 5, 2026, 9:00 AM to 10:15 AM, recruiting, requisition 428, phone screens, 1.25 hours, non-billable, submitted. A client-facing HR consultant adds the client name and billing status.
Do not treat project categories as a substitute for wage records. For covered nonexempt employees in the United States, FLSA recordkeeping requires accurate records of hours worked each workday and total hours worked each workweek. The FLSA does not prescribe a timekeeping form or system, so a spreadsheet, timecard, or software record works only if it stays complete and accurate.
Set HR notes at the lowest detail level that still explains the work. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies with sensitive customer or employee information should collect only what they need, protect it, and dispose of it securely. Keep payroll records for at least three years and basic time and earnings records for at least two years.
A one-off weekly total is enough when you only need a quick view of HR effort for a meeting, staffing discussion, or small project recap. It also works for an internal check on how much time recruiting, onboarding, records, and payroll support consumed during a short period. That approach breaks down when managers need approvals, exports, case-level reporting, client billing, or repeatable month-end review.
Everhour fits the managed workflow when HR time needs a system of record. Teams can track time against tasks and projects, then use Everhour Reporting to group and filter logged time by member, project, client, date range, comments, billable time, labor cost, invoice status, and other columns. Exports in CSV, Excel/XLSX, or PDF give HR managers a review file for payroll support, budget discussions, and client-facing services.
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.
Split categories into function, work item, and owner. Function shows the HR lane, such as recruiting, onboarding, records, benefits, payroll support, reports, or employee relations. Work item adds the requisition, project, employee case, or client. Owner connects the time to the HR specialist or manager responsible for the work.
No. For covered nonexempt employees in the United States, FLSA records must show hours worked each workday and total hours worked each workweek. A weekly total can support a workload report, but it does not replace daily hours when the record is serving FLSA wage-and-hour purposes. The record also needs the fixed workweek context because FLSA overtime cannot be averaged across workweeks.
Use names only when the business purpose requires them. Requisition IDs, employee case IDs, client names, or project names often give enough context for review while reducing exposure of sensitive details. 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 may also have CCPA obligations for employment data.
No federal rule makes after-hours, weekend, or holiday HR work overtime by itself. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in a fixed 168-hour workweek. State law, local law, a policy, or a contract can add premium-pay rules.
Client-level tracking matters for HR consulting firms, recruiting teams, staffing businesses, and PEO services. In 2024, 14% of U.S. human resources specialists worked in professional, scientific, and technical services and 14% worked in employment services. Those teams need time organized by client, assignment, requisition, or service line; internal HR departments usually focus on function, employee case, project, and workload.
Everhour Reporting gives HR managers 45+ report columns, including member, project, client, comments, billable time, labor costs, invoice status, and other fields. Managers can group and filter results, download CSV, Excel/XLSX, or PDF files, and schedule recurring email delivery for review cycles.
Everhour Timesheets lets employees submit weekly project hours or working hours, then managers can approve, reject, or partially approve submitted time. Submitted entries lock unless withdrawn or rejected, and approved time stays locked for regular members, which protects the review trail before payroll, billing, or reporting.
Everhour Reporting turns HR time into grouped, filtered reports with 45+ columns, export files, and scheduled delivery, giving managers a repeatable review path for payroll support and budget decisions.
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