iOS makes time entry portable, and Everhour keeps approved work ready for team review.
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.
Record time at the point of work, before moving to the next task. On iOS, the practical workflow is simple: keep the job note, calendar, or task list open, record the matching time before moving to the next item, and avoid long end-of-day reconstruction on a small screen. The result should show who worked, the date, the work performed, and the time tied to the right project.
For U.S. employers, the recordkeeping issue is accuracy, not a mandated clock format. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a particular timekeeping system. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek.
A useful entry starts with the worker, date, client or project, task, start and stop times or total duration, billable status, and a short work note. Billing records also need the rate source, normally in U.S. dollars for U.S. users, plus any approval status used before invoicing. Payroll records need the daily hours and the fixed workweek totals that support wage-and-hour review.
Keep notes short enough to review and specific enough to explain the entry later. A line such as "design review for Client A homepage" gives an approver more context than "admin" or "miscellaneous." Avoid adding customer personal details or private employee comments unless the record requires them. FTC guidance says companies keeping sensitive personal information about employees or customers should collect only what they need, keep it safe, and dispose of it securely.
Phone-based tracking works best with rules that reduce typing and guessing. Start entries at a task change, choose the project before adding time, and use consistent labels for billable, non-billable, internal, and client work. Manual entries have a place, especially after calls or meetings, but they need enough detail to show the workday record and explain later corrections.
Small screens create a common mistake: saving a timer or duration with no project, no task, and no note. That leaves a manager with only a number and no usable business record. Use short, repeatable labels and review the day before the weekly total closes. Covered nonexempt employees must receive FLSA overtime pay for hours worked over 40 in a fixed 168-hour workweek, so missed daily entries can distort the weekly review.
A one-off mobile record is enough when you need a simple personal log, a small client summary, or a quick reconstruction of a single week. It stops being enough when several people submit time, entries require approval, edits need to be locked, or payroll and billing need the same source. At that point, the process needs a system of record rather than a loose file.
Everhour fits the managed workflow by putting team rules around tracked time. Admins can set lock periods, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Managers can approve, reject, or partially approve submitted time before payroll, billing, or reporting uses the records. Admins can also correct time for team members when cleanup is needed.
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.
Phone-based records are acceptable under the federal baseline if they are complete and accurate. The FLSA requires covered employers to keep accurate records for nonexempt workers, yet it does not mandate a specific timekeeping form or device. For employees covered by the FLSA minimum wage or overtime provisions, the record must include daily hours worked and total hours worked each workweek.
Weekly totals alone miss a required element for many U.S. employee records. For employees covered by the FLSA minimum wage or overtime provisions, employer records must show hours worked each workday and total hours worked each workweek. A weekly number can support review only after the daily record exists.
Weekend timing alone does not create FLSA overtime premium pay. Covered nonexempt employees must receive at least 1.5 times the regular rate for hours worked over 40 in a workweek. Saturday, Sunday, holiday, or regular rest-day work triggers no federal premium by itself unless the weekly overtime rule applies or another law, policy, contract, or agreement requires more.
Entries with only a duration create the most review friction. A usable mobile record needs a date, worker, project or client, task, time worked, and a short note that explains the work without exposing unnecessary personal details. Late manual entries also need careful review because the person is reconstructing time after the work ended.
Federal rules require employers to preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. State wage, privacy, or employee-monitoring rules can add requirements, and an employer policy or contract can require a longer period.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Managers can run an approval workflow before payroll, billing, or reporting uses submitted time, so phone-entered hours follow the same review path as desktop entries.
Set lock rules, approval workflows, personal tracking limits, weekly capacity, roles, and project assignments in Everhour so mobile entries become controlled records for payroll, billing, and reporting.
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