Everhour tracks task and project hours from mobile work, then connects entries to timesheets, reports, budgets, and invoices.
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 an iPhone time tracking app when work happens outside a desktop setup: client visits, field service, travel time, calls, inspections, or quick project updates between meetings. The practical job is simple: record the right task, project, date, start time, end time, break, billable status, and note before details fade.
Mobile entry works best with short required fields. Pick the project first, then the task or work category, then the time block. For U.S. employer records, covered employers must keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek when the FLSA minimum wage or overtime provisions apply.
A useful time entry answers four questions: who worked, what they worked on, when they worked, and whether the time affects billing, payroll, or both. A consulting entry might read: Client A, onboarding call, March 5, 2026, 1.25 hours, billable, USD rate assigned by the project.
For payroll review, daily and weekly totals matter more than a pretty label. Under the federal baseline, unless exempt, covered 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 separate workweeks for FLSA overtime purposes.
Mobile time tracking fails when people save vague entries, combine unrelated work into one block, or wait until Friday to reconstruct the week. Notes such as "admin" or "client work" create billing disputes because they do not explain the deliverable, task, or approval context. Short, specific notes protect both the worker and the reviewer.
Weekend and holiday work also needs careful labeling. The FLSA does not require premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. The federal weekly overtime rule, state law, policy, contract, or another agreement can still change the pay result, so the record should show the actual date and hours worked.
A free or lightweight mobile tracker is enough for a solo worker who needs a clean weekly total, a project-by-project log, or a simple billing backup. It is also enough when you only need to document time before preparing a separate invoice or payroll file by hand.
A managed workflow becomes necessary when tracked time feeds approvals, budgets, payroll review, client billing, and reporting. Everhour Time Tracking supports timers and manual entries, connects time to tasks and projects, and lets admins use approvals, locked periods, reminders, and timer rules before hours move into timesheets, invoices, or reports.
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.
Yes, if the records are complete and accurate. The FLSA does not require covered employers to use a specific timekeeping form or system for nonexempt workers. The record still needs the required substance, including hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions.
Each entry should identify the worker, date, project, task or work category, start and stop time or duration, break time when relevant, billable status, and notes. U.S. billing and payroll rate fields normally use USD. For employer records, keep daily hours and weekly totals clear enough for payroll, billing, and overtime review.
A timer is better when you can start work and stop it at the actual endpoint. Manual entry is better when you record time after a call, site visit, or offline task. The common mistake is mixing both methods without review, which creates duplicate blocks or gaps that managers must resolve later.
No. Under the federal baseline, covered nonexempt employees earn FLSA overtime for hours worked over 40 in a workweek, not solely because work occurred on a weekend or holiday. State law, company policy, contracts, or another agreement can require a different premium, so the time record should preserve the actual work date.
Employers must keep payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be kept for at least two years. State rules, litigation holds, contracts, or internal policy can require a longer retention period.
Everhour Time Tracking captures task and project hours through timers or manual entries, so mobile work can flow into timesheets, reporting, budgeting, invoicing, and payroll review. Admins can use approvals, locked periods, reminders, and timer behavior rules to keep submitted time ready for review.
Record iPhone work as it happens, then use Everhour Time Tracking to route approved task and project hours into the billing, reporting, and payroll review workflows that depend on them.
14-day free trial · No credit card · Cancel anytime
