Everhour turns employee time records into reports, budgets, and billing workflows while your team keeps clear daily and weekly hours.
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.
Employee time tracking starts with a practical outcome: each person records work by day, week, project, client, and task so payroll, billing, and project review use the same source. For U.S. payroll, covered employers must keep accurate records for non-exempt workers covered by the FLSA minimum wage or overtime provisions, including hours worked each workday and total hours worked each workweek.
A complete employee record separates working time from project labels. Track the date, employee, start and stop time or total time, project, task, client, and billable status. Use U.S. dollars for U.S. billing and rate fields. Keep the record specific enough that a manager can answer three questions later: who worked, what work they performed, and which client, department, or payroll category receives the time.
The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific timekeeping form or system. A spreadsheet, time clock, web app, or project-based timer can all work if the records are complete and accurate. The method should match the work pattern: office employees often need project and client detail, while hourly field or shift employees need clear daily start and stop records.
Manual entries work when employees update time daily and managers review exceptions quickly. Automatic timers work better for project work that changes across tasks during the day because they capture time as work happens. Reconstructed end-of-week timesheets drift because employees forget short task switches, breaks, and internal work. A strong setup allows manual corrections, but still shows enough history for review before payroll or client billing.
Covered non-exempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek under the FLSA, at not less than one and one-half times the employee's regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes. Saturday, Sunday, holiday, or rest-day work does not require federal overtime premium pay by itself unless the weekly overtime rule is triggered or another law or agreement applies.
Employee time data is personal information in many workplace contexts, so collect only the fields needed for payroll, billing, project management, and recordkeeping. 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 what they need, protect it, and dispose of it securely. California covered businesses should also treat employee time-tracking data as potentially covered by the CCPA.
A one-off weekly tracker is enough when you need a clean total for a small team, a short project, or a single payroll review. It works best when employees enter time daily, managers check missing entries before the week closes, and the final record includes project, task, billable status, and any needed notes. Employers must preserve payroll records for at least three years and basic time and earnings records for at least two years.
A managed workflow becomes necessary when employee hours feed payroll, budgets, client invoices, utilization reports, and approvals. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, grouping, filters, date ranges, exports, and scheduled email delivery. That structure gives managers a repeatable review process instead of a fresh reconciliation problem every pay period or billing cycle.
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.
Employee time tracking should include the employee name, date, daily work time, total weekly work time, project, task, client or department, and billable status when billing applies. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
Manual time entry is acceptable if the employer keeps complete and accurate records. The FLSA does not require a specific timekeeping system for covered non-exempt workers. Daily entry and manager review make manual time more reliable because employees still remember task switches, breaks, and exceptions.
Employee time tracking records the hours that payroll reviews for overtime. 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 of pay. State law, policy, or contracts can add requirements.
Employee time tracking should separate billable and non-billable work when hours affect client invoices, project budgets, utilization, or profitability. Internal meetings, admin work, training, and client delivery time answer different management questions. Mixing them into one total hides cost, capacity, and billing issues.
Time tracking records work time for payroll, billing, budgets, and reporting. Employee monitoring can involve broader observation of activity. A practical time-tracking setup limits collection to needed fields, protects personal information, and avoids misleading employees about how time data is collected and used.
Everhour Reporting turns employee time, project data, budgets, costs, and billing fields into customizable reports with 45+ columns. Managers can group and filter records, set date ranges, export CSV, Excel/XLSX, or PDF files, and schedule recurring email reports for payroll, billing, or utilization review.
Everhour Timesheets let employees submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members so payroll and billing records keep a clear review trail.
Track employee hours across projects, approvals, and billing cycles with Everhour Reporting, then export or schedule the views managers need for payroll, utilization, and client review.
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