Restaurant schedules span early, late, weekend, and holiday shifts. Everhour organizes time data for reporting.
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.
Restaurant time tracking starts with each person's actual workday, not a flat weekly total. A useful record shows the employee, role, location, shift date, start time, end time, unpaid break time, and total hours worked that day. For covered nonexempt workers, FLSA records must include hours worked each workday and total hours worked each workweek.
Small restaurants need this discipline because schedules change often. A server may work Friday dinner, Saturday brunch, and one short weekday shift, while a cook may cover late evenings and weekends. Part-time work is common among food and beverage serving workers and cooks, so the system needs to handle variable weekly totals without treating part-time hours as exceptions.
Restaurant payroll records need more than clock-in and clock-out times. For covered nonexempt workers, FLSA recordkeeping includes pay basis, regular rate, straight-time earnings, overtime earnings, wage additions or deductions, wages paid, and pay period dates. Covered nonexempt restaurant workers receive overtime at not less than one and one-half times the regular rate for hours worked over 40 in a workweek.
The workweek is a fixed 168-hour period, and FLSA overtime hours cannot be averaged across two or more workweeks. A 45-hour week followed by a 35-hour week still requires overtime review for the first week. Federal law does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless weekly overtime applies or another law, policy, or agreement adds it.
Restaurant time tracking often has to separate roles inside the same workday. Under the FLSA, a tipped employee customarily and regularly receives more than $30 per month in tips. If an employer takes a tip credit, DOL records must include hours worked each workday in tipped occupations and hours worked each workday in non-tipped occupations, with the related straight-time payments or earnings.
Tip reporting adds another checkpoint. IRS guidance requires tipped employees to report cash tips to the employer unless monthly cash tips from that employer are under $20, and reports are due by the 10th day of the following month. Mandatory service charges distributed to employees are treated as wages, so POS records and payroll records need a clean trail.
A free weekly total is enough when you need to check one employee's hours before payroll or reconstruct a short schedule. It works for a single location with a small team when the manager only needs daily totals, weekly totals, and a clear overtime review for covered nonexempt staff.
A managed workflow matters when restaurant hours feed payroll, tip-credit records, labor-cost review, or manager approvals. Everhour Reporting turns logged time into customizable reports with grouping, filters, date ranges, scheduled email delivery, and exports in CSV, Excel/XLSX, or PDF. That gives owners and managers a repeatable way to review location-level hours instead of rebuilding the same spreadsheet each pay period.
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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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. Restaurant and fast-food businesses with at least $500,000 in annual gross sales are subject to the FLSA, and individual employees may also be covered through interstate-commerce work.
The FLSA does not require overtime premium pay solely because an employee works Saturday, Sunday, a holiday, or a regular rest day. Covered nonexempt restaurant workers must receive overtime pay at not less than one and one-half times the regular rate for hours worked over 40 in a workweek, unless another law or agreement adds a separate premium.
Yes, when an employer takes a tip credit. DOL guidance says records must include hours worked each workday in non-tipped occupations and hours worked each workday in tipped occupations, along with the related straight-time payments or earnings. Combining those hours can leave payroll without the detail needed to support tip-credit handling.
Cash tips belong in the payroll review process, even though they are not hours. IRS guidance says tipped employees must report cash tips to the employer unless monthly cash tips from that employer are under $20, and reports are due by the 10th day of the following month. Time records and tip reports should line up by employee and pay period.
FLSA guidance says payroll records must be preserved for at least three years. Records used for wage computations, including time cards, schedules, and wage-rate tables, should be retained for two years. Restaurant operators should keep those records organized by pay period, employee, and location so payroll questions can be answered without rebuilding old schedules.
Everhour Reporting turns logged restaurant hours into configurable reports with more than 45 columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. Managers can review team hours, overtime visibility, labor costs, and project or location metadata without rebuilding spreadsheets for each pay period.
Track approved restaurant hours by shift, role, and location, then use Everhour Reporting to export payroll-ready time data and review labor costs with confidence.
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