Everhour tracks employee hours through timers or manual entries, giving hourly teams clearer records for review and payroll.
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.
Hourly employee time records need enough detail to support pay, billing, scheduling, and later review. 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. The federal rule sets a recordkeeping baseline, while state wage, overtime, privacy, and employee-monitoring rules can add requirements.
A complete weekly record connects each shift or task entry to a person, date, project or work area, and pay period. Start and stop times help explain the daily total, especially when a manager reviews corrections. Billable teams also need client or project labels, because payroll hours and invoiceable hours often answer different questions.
Hourly tracking starts with the workweek, not the calendar month. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, made up of seven consecutive 24-hour periods. Hours may not be averaged across two or more workweeks for FLSA overtime purposes, so the weekly total needs its own clean boundary.
Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the employee's regular rate of pay. Saturday, Sunday, holiday, or regular rest-day work does not create federal overtime premium pay by itself unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies.
The most common hourly tracking mistake is treating a total number as a complete record. A line that says 39 hours gives payroll a figure, but it does not show daily hours worked, late changes, missing shifts, or project allocation. A stronger record shows Monday through Sunday entries, the total for that fixed workweek, and the work category tied to each block.
Manual entry is allowed under the federal baseline if the method is complete and accurate. A timer gives cleaner source data when work changes throughout the day, while a manual correction should explain the reason for the edit. Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop cards or sheets, for at least two years.
A one-off weekly total works for checking a small batch of hours before payroll. It is enough when you need a quick record for one employee, one week, and no approval trail. The process starts to strain when employees split time across clients, managers need corrections, or payroll needs locked records after approval.
Everhour fits the managed workflow: hourly employees track time with live timers or manual entries, managers approve timesheets, and admins can use reminders, locked periods, and timer rules before hours feed reporting, budgeting, invoicing, or payroll review. That structure keeps the weekly record usable after the pay period closes.
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
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Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific time clock, app, spreadsheet, or paper form. Any method works under the federal baseline if it records the required information completely and accurately, including daily hours worked and total hours worked each workweek.
Payroll review should start with the employee, date, daily hours worked, fixed workweek total, pay period, and any edits or missing entries. Covered nonexempt employees need daily and weekly hour records under the FLSA recordkeeping baseline. Project, client, or task labels add billing and costing context, but they do not replace the wage-and-hour record.
Weekend work alone does not trigger federal overtime premium pay under the FLSA. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at at least one and one-half times the regular rate. A state rule, employer policy, contract, or agreement can create a different weekend or holiday premium.
Manual entry can satisfy the federal baseline when the employer keeps complete and accurate records. A reconstructed timesheet carries more review risk because memory fades, breaks get missed, and project splits blur. Teams that rely on manual entry should require daily submission, manager review, and clear correction notes for changed hours.
Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. State rules, contracts, audits, or litigation holds can require longer retention, so payroll teams should apply the longest applicable requirement.
Everhour Time Tracking lets employees record task and project hours with live timers or manual entries, then sends those entries into timesheets, reports, budgets, invoices, and payroll review. Admin controls cover reminders, locked periods, approval steps, and timer behavior, so managers can review hours before they become payroll or billing records.
Everhour embeds time tracking controls inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Employees can log time where the task lives, while the tracked hours flow into one reporting layer for projects, clients, budgets, and team review.
Track approved hours by employee, task, and workweek. Everhour connects timers, manual entries, approvals, and locked timesheets so hourly work becomes cleaner payroll and billing data.
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