Everhour captures task and project hours, while large organizations need consistent records across teams, budgets, and approvals.
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.
Large teams need one consistent way to capture hours across departments, locations, managers, and project structures. A company with 250+ employees usually has more than one tracking need at the same time: payroll hours for non-exempt employees, billable hours for client work, project actuals for managers, and utilization data for leadership.
The practical job is to turn scattered work activity into records people can review. A good entry names the person, date, project, task or work package, labor category if needed, hours worked, billable status, and approval status. For U.S. non-exempt workers covered by the FLSA, employer records must include hours worked each workday and total hours worked each workweek.
Large-team tracking fails when every team invents its own labels. Project managers need entries tied to scope, work breakdown structure, schedule, budget, and actual cost. That structure lets project actuals connect to planned value, actual cost, and earned value, instead of leaving managers with a pile of disconnected weekly totals.
Client billing needs different precision. For time-and-materials work, direct labor hours must connect to fixed hourly rates, labor categories, and the contract or client project. A useful sample line reads: senior analyst, Client A implementation, data migration work package, 6.5 hours, billable, $145 hourly rate, submitted for approval. That line can support an invoice, a budget review, and a manager's workload report.
Large organizations should separate timekeeping from intrusive monitoring. Time entries, approvals, project fields, and payroll review serve a clear operational purpose. Screenshots, keystroke logging, productivity scoring, and access-control analytics collect more sensitive data and create privacy duties that vary by jurisdiction and worker group.
The safer large-team decision is to collect the least data needed for the task. U.S. businesses handling employee personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act and protect sensitive personal information. California adds a concrete employee-data example: CCPA privacy rights can apply to California employees and job applicants of covered businesses.
A free one-off tracker works for a department lead checking this week's project hours or a manager collecting a short-term rollout total. It is enough when the output is a simple internal number and no one needs approvals, locked periods, budget alerts, payroll handoff, or client billing detail.
A managed workflow matters when hundreds of people log time across projects, tools, rates, and approval paths. Everhour Time Tracking supports live timers and manual entries, works inside supported project tools, and feeds timesheets, reporting, budgeting, invoicing, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep large-team records consistent.
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.
Large-team records should include the worker, date, project, task or work package, labor category when relevant, hours worked, billable status, rate or cost basis when needed, and approval status. U.S. non-exempt workers covered by the FLSA also require records of hours worked each workday and total hours worked each workweek.
Covered U.S. employers do not need a specific timekeeping form under the FLSA. The method can be digital, manual, integrated, or standalone if it produces complete and accurate records for non-exempt workers. The key test is the quality of the resulting records, including daily and weekly hours where required.
Project codes are essential when hours feed budget control, client billing, or project performance reports. A work breakdown structure connects time entries to scope, schedule, budget, actual cost, and progress measurement. Without that structure, managers can see total hours but cannot compare planned work against actual work.
Time tracking records work hours against projects, tasks, or pay periods. Monitoring tools can add screenshots, keystroke logging, productivity analytics, or access-control data. Those extra controls raise privacy and proportionality questions, especially in jurisdictions that require lawful, fair, transparent, and least intrusive worker monitoring.
For covered non-exempt U.S. employees, the federal FLSA baseline requires overtime pay at not less than one and one-half times the regular rate for hours worked over 40 in a fixed 168-hour workweek. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Everhour Time Tracking lets employees use live timers or manual entries against tasks and projects, including inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Those entries can feed timesheets, reports, budgets, invoices, and payroll review through one time layer.
Track approved hours across projects, departments, and tools with Everhour Time Tracking. Keep entries reviewable, consistent, and ready for reporting, budgeting, invoicing, and payroll review.
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