Everhour supports mobile time tracking, while covered U.S. employers need accurate daily and weekly records for nonexempt workers.
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.
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This page helps you turn phone-entered work time into records that can support payroll, billing, and weekly review. Mobile entry is useful when work starts away from a desk. Keep the entry form reachable, such as a home-screen shortcut or pinned browser tab, and limit the first screen to date, worker, start and stop time, breaks, project or client, and one short note.
For U.S. wage records, the federal baseline is record accuracy rather than one required app or clock. The FLSA requires covered employers to keep accurate records for nonexempt workers, and those records must show hours worked each workday and total hours worked each workweek for employees covered by its minimum wage or overtime provisions.
A useful mobile entry separates payroll facts from project context. Payroll review needs the workday, employee, hours worked, and the workweek total. Time-based billing works better with the client, project, task, billable status, and rate in U.S. dollars for U.S. users. Add start and stop times when they help prove the daily total or explain a split shift.
Use short, consistent labels on a phone. Pick one task name for the same kind of work, record unpaid breaks separately from paid work time, and avoid mixing two clients into one daily total. A clean entry for a technician can read: March 5, 2026, Client A, installation, 8:15 AM to 11:45 AM, 3.5 hours, billable.
Small screens make vague entries look acceptable until payroll or billing review starts. A daily note such as "field work" leaves the reviewer to infer the client, task, break time, and pay category. Enter the missing detail while the work is fresh. Later reconstruction creates disputes, especially when a worker crosses projects, travels between sites, or forgets to stop a timer.
Privacy also matters because a phone can collect more information than a time record needs. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies keeping sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely. For covered businesses subject to the California CCPA, employee time-tracking data may fall under privacy obligations for California employees and job applicants.
A simple mobile tool is enough for a one-off invoice, a solo week, or a small project where you only need a clean list of dates, hours, clients, and notes. It also works when a manager reviews entries manually before pay or billing. Preserve the output with the same discipline as any other time record: payroll records for at least three years, basic time and earnings records for at least two years.
A managed workflow becomes the better fit when multiple people submit mobile entries, managers approve time, admins correct mistakes, or policy limits apply by person or period. Everhour fits that handoff by adding Team Management controls such as lock rules, personal tracking limits, roles, project assignments, team groups, and approval steps before time reaches reporting, payroll review, or invoicing.
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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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.
Yes, for the federal baseline, the FLSA does not require covered employers to use a specific timekeeping form or system. The method still has to produce complete and accurate records for nonexempt workers. For employees covered by the FLSA minimum wage or overtime provisions, the record must include hours worked each workday and total hours worked each workweek.
Capture the date, worker, start and stop times or total daily hours, unpaid breaks, project or client, task, billable status, and any short note needed to explain the work. The legal record for employees covered by the FLSA minimum wage or overtime provisions must show daily hours worked and total hours worked each workweek. Extra fields help payroll and billing reviewers trace the total.
No. For covered nonexempt employees, FLSA overtime applies to hours worked over 40 in a workweek at not less than one and one-half times the regular rate of pay. The federal workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Hours cannot be averaged across two or more workweeks for FLSA overtime.
Weekend labels alone do not create a federal overtime premium. The FLSA does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered. A state rule, union agreement, employment contract, or company policy can require a different result, so tag weekend work clearly for review.
Collecting more phone data than the timekeeping purpose requires creates avoidable privacy risk. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance directs companies that keep sensitive customer or employee information to collect only what they need, protect it, and dispose of it securely.
Everhour Team Management lets admins set lock rules, personal tracking limits, roles, project assignments, team groups, and approval workflows for submitted time. Managers can review entries before payroll or billing use them, while approved time stays protected from edits by regular members.
Everhour Time Tracking supports iOS and Android mobile apps, so users can start timers or add manual entries against tasks and projects. Those entries feed timesheets, reports, budgets, invoices, and payroll review without asking a manager to rebuild the week from separate notes.
Set lock rules, personal tracking limits, roles, project assignments, and approval steps before mobile hours reach payroll or billing review. Everhour Team Management keeps mobile time records controlled.
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