Everhour runs in the browser and supports time tracking, approvals, billing review, and reporting from one workday record.
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 a web time tracking app when you need a current record of who worked, on which task, and for how long. In a browser workflow, keep the source task, client brief, or project board open in another tab so the time entry matches the actual work context before you save it.
For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for covered nonexempt workers must include hours worked each workday and total hours worked each workweek. The FLSA requires complete and accurate records, but it does not force one specific clock, spreadsheet, or app format.
A useful time entry names the person, date, project, task, start and stop time or total duration, billable status, and notes needed for review. For U.S. billing and payroll records, rate and invoice fields normally use U.S. dollars. Keep comments factual: "Client intake revisions" beats "admin work" because it explains the labor behind the time.
Weekly review needs totals by person and workweek, not only task-level fragments. A workweek under the FLSA is a fixed period of 168 hours, made from seven consecutive 24-hour periods. Covered nonexempt employees receive federal overtime after hours worked over 40 in that workweek, paid at least 1.5 times the regular rate.
Browser-based tracking fails when users leave timers running, add vague blocks after the week ends, or save work under the wrong client. A clean review process catches those issues before payroll or invoicing. Require daily entries, short descriptions, and a manager check on unusually long days, missing days, and edits made after submission.
Privacy also belongs in the setup. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only needed sensitive employee information, protect it, and dispose of it securely. California employees and job applicants can fall under CCPA obligations for covered businesses.
A simple web tool is enough for a freelancer logging one project, a founder checking this week's hours, or a bookkeeper rebuilding a small invoice from notes. It works best when the work is limited, the reviewer is the same person entering the time, and no approval trail is needed.
A managed workflow fits teams that need submitted time, manager approval, locked periods, billing handoff, and payroll review. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, or lock entries before the records move into billing or payroll work.
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.
A web app can satisfy FLSA recordkeeping if the records are complete and accurate for covered nonexempt workers. Employer records must include hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. The federal rule does not require a specific timekeeping system.
Managers should review total hours worked in the fixed workweek before checking billing detail. Federal overtime for covered nonexempt employees is based on hours worked over 40 in a 168-hour workweek, and hours cannot be averaged across two or more workweeks for FLSA overtime purposes. Project totals still matter, but payroll exposure starts with the workweek total.
Browser tracking does not change the FLSA overtime rule. The FLSA does not require overtime premium pay solely because covered nonexempt employees work on Saturday, Sunday, a holiday, or a regular rest day. Federal overtime applies when hours worked exceed 40 in a workweek, unless another law, contract, or policy adds a separate premium.
Employers must preserve payroll records for at least three years and basic time and earnings records, including daily start and stop time cards or sheets, for at least two years. A web system should let the business retrieve the record later, not only view it during the current pay period.
The most expensive cleanup usually comes from late, vague entries that combine several days or clients into one block. Those entries weaken payroll review, billing support, and project reporting. Daily records with a project, task, date, duration, and clear note give the reviewer enough context to approve or correct the time.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review submitted time before payroll, billing, or reporting. Managers can approve, reject, partially approve, and lock entries, which creates a clear checkpoint before those hours become payroll support or client billing detail.
Everhour can track time inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams keep work in their project system while time entries flow into Everhour for reporting, budgets, utilization, and billing review.
Track weekly project and working hours, route submitted time through manager approval, and lock reviewed entries before payroll or billing work begins for cleaner payroll and billing review in Everhour.
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