HR teams split time across hiring, records, benefits, and payroll support. Everhour keeps that work organized.
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.
HR managers need a view of where staff time goes across hiring, onboarding, records, benefits, payroll support, employee relations, and reporting. The right workflow turns scattered email, phone calls, meetings, documents, and scheduling tasks into consistent entries. You can review workload by function, project, requisition, case, or client without asking people to write a long narrative for every task.
Internal HR teams use this record to plan capacity, meet deadlines, and support payroll or budget review. HR consulting, recruiting, staffing, and PEO teams add a client or assignment layer because time often supports billing or service reporting. In 2024, 14% of U.S. human resources specialists worked in professional, scientific, and technical services, and another 14% worked in employment services, so both models need a clear structure.
Start with fields that stay useful in payroll, compliance, and management review: employee, date, workstream, project or case reference, work description, hours worked, and workweek. U.S. employers covered by the FLSA must keep accurate records for covered nonexempt employees, including hours worked each workday and total hours worked each workweek. The federal rule does not prescribe a specific app, clock, spreadsheet, or form.
One recruiting entry can read: March 5, 2026, Recruiting, requisition HR-241, candidate screening, 1.5 hours, internal. A client-facing HR consultant can add client, assignment, billable status, and a USD rate. A payroll-support entry can reference the pay period and report being prepared. Use stable IDs for requisitions, employee cases, and projects so reports group work without exposing unnecessary personal details.
HR time data sits close to employee records, so the tracking design should avoid unnecessary detail. U.S. businesses that handle personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance also tells companies with sensitive personal information about customers or employees to collect only what they need, protect it, and dispose of it securely.
Choose categories that answer management questions without turning time tracking into a personnel file. An employee relations entry can use a case ID, issue category, and time spent rather than medical facts, disciplinary details, or interview notes. California adds a major example: privacy rights extend to California residents who are employees or job applicants, and covered businesses may have CCPA obligations for employee time-tracking data.
A one-off tool is enough for a small HR task, such as totaling this week's recruiting hours, preparing a quick workload snapshot, or cleaning up a short project record. That approach breaks down when you need approvals, locked periods, correction history, weekly capacity, role-based access, or repeat reporting across HR functions and teams.
A managed workflow fits recurring HR operations because tracked time becomes a record managers can approve before payroll, billing, or reporting. Everhour Team Management supports that workflow with lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide policy defaults. That structure keeps daily entries connected to the review step that follows.
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.
Use categories that match HR management decisions: recruiting, onboarding, records, benefits, payroll support, employee relations, reports, and internal HR projects. Add candidate or requisition IDs for hiring work, case IDs for employee relations, and client or assignment fields for HR consulting, recruiting, staffing, and PEO work.
Limit records to the details needed for workload, payroll support, billing, or reporting. A case ID, category, and time spent usually serve management review better than sensitive notes. FTC guidance says companies keeping sensitive personal information about employees should collect only what they need, keep it safe, and dispose of it securely. Covered businesses should also treat California employee data carefully because CCPA privacy rights extend to California residents who are employees or job applicants.
For employers covered by the FLSA, no specific timekeeping form or system is required. The record still has to be complete and accurate for covered nonexempt employees, including hours worked each day and total hours worked each workweek. Payroll records must be preserved for at least three years, and basic time and earnings records for two years.
No. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Hours cannot be averaged across two or more workweeks to avoid overtime.
Internal teams usually need function, project, case, and report fields because the goal is workload, deadlines, payroll support, and budget visibility. Client-facing HR consulting, recruiting, staffing, and PEO teams should add client, assignment, billable status, and rate fields so time can support service reporting or invoices.
Everhour Team Management lets HR admins define team-wide working days and hours, set personal tracking limits, and use approval workflow before payroll or reporting review. Lock rules and admin time correction keep approved periods controlled while still allowing authorized cleanup when a record needs correction.
Set HR time policies once, protect approved periods, and keep corrections under admin control. Everhour Team Management turns daily HR time into cleaner records for payroll review, reporting, and capacity planning.
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