Everhour Reporting turns assignment hours into client, worker, and payroll views for staffing agencies handling distributed workforces.
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.
A staffing agency time record has to show more than a name and total hours. Temporary and contract employees work across client sites, roles, schedules, and locations, often outside direct agency supervision. The useful record ties each entry to the worker, client or host business, assignment, location, date, daily hours, weekly hours, pay basis, regular rate, and overtime review status.
Nearly 2.2 million temporary and contract employees worked for U.S. staffing companies during an average week in 2024. That volume makes clean assignment-level tracking a practical operating need. A light industrial worker, office temp, IT contractor, and health care contractor can all need different client codes, approval contacts, and billing views, even when the agency uses one payroll process.
For non-exempt workers covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. For staffing agencies, that means the daily timecard should connect the worker's hours to the correct assignment before payroll review, since client worksite approval alone does not replace the agency's recordkeeping duty.
Covered non-exempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate. Hours cannot be averaged across two or more workweeks for FLSA overtime. Payroll records must be kept for at least three years, and wage-computation records such as time cards, schedules, and wage-rate tables must be retained for two years.
Staffing firms place workers across industrial, office-clerical, professional-managerial, engineering, IT, scientific, and health care roles. That mix creates reporting pressure. A recruiter needs to see whether a worker's time belongs to Client A's warehouse assignment, Client B's reception coverage, or a project-based IT placement, because payroll, gross margin, and client billing depend on the same source record.
A practical weekly record separates assignment hours even when one worker serves multiple clients in the same pay period. For example, an office temp can have 18 hours under a front-desk assignment and 22 hours under an accounts-payable assignment. The payroll review still looks at the full fixed workweek, while billing reports need the client-level split.
A free weekly time record is enough for a single assignment, a short fill-in shift, or a quick client approval packet. It gives you the basic daily and weekly totals needed to confirm who worked, where the work happened, and which client should review the hours before payroll and billing move forward.
A managed workflow becomes necessary when the agency handles recurring placements, multi-client workers, overtime review, and margin reporting. Everhour can keep tracked time connected to projects and tasks, then turn it into reports grouped by client, worker, assignment, billable time, labor costs, and invoice status. That creates one working record for payroll review, client billing, and profitability analysis.
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.
Staffing agencies need worker name, client or host business, assignment, location, date, daily hours, total weekly hours, pay basis, regular rate, straight-time earnings, overtime earnings, total wages, and pay period. Those fields support FLSA recordkeeping for covered non-exempt workers and give billing teams the client-level detail needed to invoice the right assignment.
The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific timekeeping form or system. A staffing agency can use digital time tracking, timecards, spreadsheets, or another complete method, as long as the records accurately show daily hours worked and total hours worked each workweek.
Client approval confirms that the host business accepts the reported hours, but the staffing agency still needs accurate employer records. Temporary help firms supply their own employees to client businesses for limited periods, and the agency often does not directly supervise the worksite. The record should preserve both the worker's hours and the client assignment context.
The time record should split hours by assignment and client, then payroll should review the worker's full fixed workweek. FLSA overtime for covered non-exempt employees is based on hours worked over 40 in a 168-hour workweek, and hours cannot be averaged across separate workweeks. Client billing can remain assignment-specific while payroll uses the full weekly total.
A common mistake is tracking only payroll totals and losing the client, assignment, role, or location tied to the hours. Payroll can still show that a worker was paid, but billing teams then lack the detail needed to allocate time to the correct client invoice. Staffing agencies need both payroll-ready totals and assignment-level reporting.
Everhour Reporting lets staffing teams build reports with 45+ columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. A manager can group logged time by client, project, member, billable time, labor costs, invoice status, and other fields before payroll review or client billing.
Everhour Timesheets let users submit weekly project hours or working hours for review, and managers can approve, reject, or partially approve submitted time. Submitted and approved time is protected from regular edits, which gives staffing teams a cleaner approval trail before payroll, reporting, or invoicing uses the records.
Track assignment hours once, then use Everhour Reporting to group, export, and review staffing time by worker, client, project, cost, and billing status.
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