HR teams need daily hours, weekly totals, and leave details; Everhour turns approved time into reviewable timesheets.
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 create a practical time record for HR review: employee, date, workday hours, total workweek hours, leave codes, notes, and approval status. HR managers plan and coordinate HR activities and staff, so the record usually supports more than a person's own timesheet. It helps payroll, benefits, training administration, compliance checks, and department workload review use the same source.
For U.S. covered employers, the FLSA federal baseline requires records for each non-exempt worker to include hours worked each workday and total hours worked each workweek. The Department of Labor does not prescribe a specific clock-in system. A spreadsheet, paper sheet, or app can work if the method is complete and accurate.
A good HR time record separates hours actually worked from paid time not worked. Include employee name or ID, role, department, date, daily hours worked, total weekly hours, leave type, and manager approval. Add client, engagement, or project only when the HR team supports consulting or professional-services work; BLS lists professional, scientific, and technical services as 15% of HR manager jobs in 2024.
A sample row for a non-exempt HR coordinator can show March 5, 2026, benefits enrollment support, 9:00 a.m. to 12:00 p.m., 1:00 p.m. to 5:00 p.m., 7 hours worked, department HR operations, approved by the HR manager. If the same FMLA-eligible employee takes 2 hours of FMLA leave on another day, a covered U.S. employer must keep the leave date and partial-day hours for at least three years.
HR time tracking often touches payroll, leave, absence, and personnel data, so the detail level should match the decision the record supports. Absenteeism reports need dates, categories, and totals. Payroll review needs daily and weekly hours for covered non-exempt employees. HR team workload review may need task groups, such as recruiting, onboarding, employee relations, training, benefits, and compliance administration.
Avoid collecting activity detail that the organization cannot explain, protect, or use. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance tells companies that keep sensitive employee information to collect only what they need, secure it, and dispose of it safely. California employee time-tracking data may also fall under CCPA obligations for covered businesses.
A free one-off record is enough for a small correction, a single weekly summary, or a quick audit of missing time before payroll closes. It also works when an HR manager needs a clean export for one employee, one department, or one leave question. The limit shows up when entries repeat every week and several managers need to review, correct, and preserve the same records.
A managed workflow is stronger when time feeds payroll review, leave balances, absence reporting, and department capacity planning. Everhour Timesheets collect weekly project hours and working hours by person, let employees submit time, and let admins approve, reject, partially approve, or lock entries after review. That approval trail gives HR a steadier record than scattered files.
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.
Federal law does not require one specific timekeeping form or system. For U.S. covered employers, the FLSA requires accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. Any method can satisfy the federal baseline if it is complete and accurate, subject to stricter state, local, policy, or contract rules.
For payroll review, capture employee identity, department or job, date, daily hours worked, total weekly hours, leave category, rate fields in USD if pay is being checked, and approval status. Covered non-exempt employee records need daily and weekly hours under the FLSA federal baseline. Local rules, policy, union agreements, or employment contracts can require more detail.
No. Under the FLSA federal baseline, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, or 168 hours. Covered non-exempt employees generally must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in a workweek. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Under FLSA guidance, covered employers must preserve payroll records for at least three years. Basic wage-computation records, such as time cards, work schedules, and records used to compute wages, should be retained for two years. Covered U.S. employers with FMLA-eligible employees must keep required FMLA records for at least three years, including partial-day leave hours.
Track the detail that serves payroll, leave administration, absence reporting, or HR workload planning. Overly granular activity notes create privacy and data-security obligations without improving the payroll record. U.S. businesses handling personal information must avoid unfair or deceptive practices under FTC Act Section 5, and covered California businesses may have CCPA duties for employee time-tracking data.
Everhour Timesheets collect project hours and working hours by person so HR can review a weekly record before payroll or reporting. Employees submit time, then admins approve, reject, partially approve, or lock entries after review, keeping corrected records protected from routine edits.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. HR managers can group records by member, project, client, or metadata, choose date ranges, and export CSV, Excel/XLSX, or PDF files for workload review without rebuilding the same spreadsheet.
Use Everhour Timesheets to collect weekly hours, route submissions for approval, and lock reviewed entries before payroll runs, giving HR a cleaner, repeatable payroll handoff.
14-day free trial · No credit card · Cancel anytime
