Everhour gives HR teams structured time tracking for workload, approvals, and reporting across recruiting, records, payroll support, and projects.
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.
HR teams use time records to see where working hours go across recruiting, onboarding, benefits, payroll support, employee relations, records, reporting, and internal projects. A useful time entry names the work category, the task, the date, and the person doing the work. For recruiting, that can mean time against a requisition or candidate stage. For employee relations, it can mean time against a case or policy issue.
Internal HR teams usually need workload, budget, payroll-support, and deadline visibility. External HR consultants, recruiters, staffing teams, and PEO teams also need client- or assignment-level tracking for billable work. A recruiter who spends 2 hours screening candidates, 1 hour updating hiring records, and 45 minutes in applicant calls needs separate entries if the team wants accurate capacity, client billing, or hiring-cost analysis.
The tracking unit should match the decision the HR team needs to make later. Function-level tracking answers broad staffing questions, such as time spent on recruiting versus benefits administration. Project-level tracking fits policy updates, HRIS cleanup, compensation reviews, and open enrollment work. Candidate, requisition, employee-case, and client tracking give managers a clearer view when the work has a specific owner or external audience.
Over-detailed categories slow people down and create inconsistent entries. A practical setup uses a short list of standard HR functions, then adds project or case fields only where they change reporting. For example, an HR generalist can log onboarding time to the new-hire checklist project, while a recruiting coordinator logs interview scheduling to a requisition. The record stays easy to enter and specific enough to review.
U.S. HR teams also handle time data that supports wage-and-hour records. For covered nonexempt employees, FLSA recordkeeping requires accurate records that include hours worked each workday and total hours worked each workweek. The FLSA does not prescribe a specific clock, app, or form. Any method works only if the records are complete and accurate.
Federal overtime for covered nonexempt employees applies after more than 40 hours worked in a fixed 168-hour workweek, at not less than one and one-half times the employee's regular rate of pay. Hours cannot be averaged across workweeks for FLSA overtime. Employers must keep payroll records for at least three years and preserve basic time and wage-computation records, such as time cards and schedules, for two years.
A free time tracking page is enough when an HR team needs a weekly total, a quick workload snapshot, or a simple export for a small project. It works for a one-time recruiting push, an open enrollment review, or a short HR audit where the goal is to collect hours by function and summarize the result.
A managed workflow becomes necessary when time records affect approvals, payroll review, budgets, client work, or recurring management reports. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults, so HR time data can move from individual entries into a controlled operating record.
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.
Track HR activities separately when they answer different management questions. Recruiting, onboarding, payroll support, benefits administration, employee relations, records work, reports, and HR projects usually deserve separate categories. Client-facing HR services should also track client, assignment, or engagement when time feeds billing or contract reporting.
The FLSA does not require covered employers to use a specific timekeeping form or system. For covered nonexempt employees, the method must produce complete and accurate records, including hours worked each workday and total hours worked each workweek. State rules, contracts, or internal policies can add stricter requirements.
Case-level tracking works when the team needs workload visibility, handoff history, or reporting by issue type. The entry should avoid unnecessary sensitive detail. A case ID, category, date, and time spent usually gives HR managers the operational record they need without turning the time entry into a personnel file narrative.
Covered nonexempt employees cannot have hours averaged across two or more workweeks for FLSA overtime. The federal baseline uses a fixed, regularly recurring 168-hour workweek. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek unless an exemption or more specific rule applies.
The biggest mistake is mixing administrative work, project work, and employee-case work under one generic HR category. That total shows effort, but it hides capacity pressure. Separate categories let managers see whether time is going to recruiting volume, payroll support, records cleanup, policy work, or employee relations.
Everhour Team Management lets admins set lock rules, correct team member time, apply personal tracking limits, define weekly capacity, manage approvals, assign roles, and group team members. HR managers can use those controls to keep submitted time consistent before payroll review, billing, or workload reporting.
Everhour Reporting turns logged time, costs, budgets, and project data into customizable reports with columns, grouping, filters, date ranges, and exports. HR teams can report by project, person, group, or time category, then download reports in CSV, Excel/XLSX, or PDF for review.
Set clear time policies, review approvals, and protect finalized records. Everhour gives HR teams capacity controls, lock rules, and approval workflows that support cleaner payroll and workload decisions.
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