Everhour turns employee hours into reviewable timesheets, while small businesses keep payroll, billing, and records organized.
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.
Use this page to organize the hours a small business needs each week: employee work time, billable project time, contractor work, and payroll review totals. The practical goal is a clean record you can use before running payroll, preparing an invoice, or checking where labor time went across clients, locations, or internal projects.
For U.S. small businesses with covered nonexempt employees, FLSA records must include hours worked each workday and total hours worked each workweek. The federal rule does not require a specific timekeeping system. A time clock, a timekeeper, or worker-written records can work when the records are complete and accurate.
A useful small-business time record starts with the worker name, date, start and stop times or total time, workweek, job or project, pay category, and notes for corrections. Payroll records also need enough detail to support regular wages, overtime review, deductions, and employment-tax files.
The workweek matters. Under the FLSA, a workweek is a fixed period of 168 hours, made of seven consecutive 24-hour periods. 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.
Small businesses often mix employee payroll hours, owner time, contractor work, and client-billable time in one spreadsheet. That creates confusion fast. Employee hours support wage records and payroll. Contractor time often supports invoices for completed work. Client project time supports billing, retainers, job costing, and profit checks.
A simple weekly record can separate those purposes with categories: payroll, billable client work, non-billable admin, contractor work, and internal projects. A bookkeeper can then review payroll hours without pulling in contractor invoices, and an owner can compare client work against the invoice without treating every internal task as billable revenue.
A free one-off tool is enough when you need a weekly total, a quick client summary, or a simple record for a small team with stable schedules. Fixed schedules can stay simple when employees work the schedule as recorded, but actual deviations need to be captured when someone works longer or shorter than planned.
A managed workflow fits better when hours feed payroll, billing, approvals, and records every pay period. Everhour provides the bridge from one-off totals to submitted timesheets, manager review, locked approved entries, and exports that support payroll or billing handoff without rebuilding the same worksheet each week.
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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Federal FLSA rules do not require a specific timekeeping form or device. Covered employers need complete and accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek. State wage, privacy, or industry rules can add requirements, so the system still needs to fit the business location and worker category.
A fixed schedule can be recorded when the employee follows that schedule, but actual changes need to be recorded. Longer shifts, shorter shifts, early starts, late stops, and unscheduled work should appear in the time record. That distinction matters because covered nonexempt employee records must show daily hours worked and total hours worked each workweek.
FLSA guidance requires payroll records to be kept at least three years and basic time and earnings records, such as time cards and schedules, for at least two years. IRS guidance tells businesses to keep employment tax records for at least four years. A practical file system keeps payroll, time, and tax support records easy to retrieve.
Contractor hours should be separated from employee payroll hours. SBA guidance distinguishes independent contractors in part by noting that contractors invoice for completed work. A small business can track contractor time for project costing or invoice review, but those records should not be blended into employee wage records or payroll totals.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Covered nonexempt employees receive federal overtime pay when hours worked exceed 40 in a workweek, unless another law, policy, contract, or agreement creates a different premium rule.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for manager review. Managers can approve, reject, partially approve, and lock submitted time before payroll or billing uses the record.
Everhour Reporting turns logged time, projects, clients, costs, and billable time into configurable reports. A small business can group work by client or project, add columns such as billable time and invoice status, and export reports in CSV, Excel/XLSX, or PDF format.
Replace scattered weekly totals with submitted, reviewed, and locked time records. Everhour Timesheets give small businesses a cleaner payroll and billing review process inside Everhour.
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