Staffing agencies need assignment-level time records. Everhour gives teams structured tracking for approvals, capacity, and client-ready 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.
A staffing agency usually pays the worker while billing the client, so one missed field can affect both payroll and invoice review. A usable record identifies the worker, client or host business, assignment, location, work date, daily hours, weekly hours, pay basis, regular rate, overtime earnings, total wages, and the date and pay period covered by payment.
This structure matters because temporary help firms supply employees to client businesses for limited periods, and the agency often does not directly supervise the worker at the client worksite. The record has to stand on its own after the shift ends. A line such as "Jordan Lee, Northside Logistics, warehouse associate, Dallas site, March 5, 2026, 8 hours" is easier to verify than a weekly total with no assignment context.
Staffing agencies serve a mixed workforce, so a single flat time list usually fails. ASA reports staffing employee distribution across 36% industrial, 24% office-clerical, 21% professional-managerial, 11% engineering, IT, and scientific, and 8% health care roles. Grouping time by client, assignment, role, and location gives payroll, account managers, and billing teams the same source record.
Client-facing review also needs a clear separation between worked time and internal corrections. If a client approves 38 hours for one assignment and the worker reports 42 hours across two clients, the agency needs the full workweek view before final payroll. Covered non-exempt employees under the FLSA must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate.
The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific timekeeping form or system. For covered employees under the minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A spreadsheet, digital timesheet, or client approval file can work only when it is complete and accurate.
Retention also belongs in the workflow, not in a last-minute audit folder. Employers must preserve payroll records for at least three years and wage-computation records such as time cards, work schedules, and wage-rate tables for two years. Staffing agencies should keep assignment approvals, rate tables, and corrected entries close to the time record, because payroll and client billing questions often arrive after the invoice has already gone out.
A free weekly tracker is enough for a small batch of hours when the agency only needs to confirm a worker, client, date, and total before payroll. It stops being enough once multiple clients, locations, pay rates, approvals, and corrected entries sit in the same pay period. Staffing work needs a durable trail from shift-level time to payroll review and client billing.
Everhour can support that ongoing workflow through Team Management controls such as approval workflows, locked periods, admin time correction, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. That gives staffing teams a governed record instead of a collection of weekly files, while still keeping time tied to the client or assignment that produced the billable work.
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A staffing agency should collect the worker, client or host business, assignment, location, work date, daily hours, weekly hours, pay basis, regular rate, overtime earnings, total wages, and the pay period. For covered non-exempt workers, FLSA records must include daily hours worked and total hours worked each workweek, so weekly totals alone are incomplete.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a particular timekeeping form or system. A method is useful only if it captures complete daily and weekly hours, preserves rate and pay-period details, and creates a record the agency can retain and explain.
No. Client approval helps confirm assignment time, but the agency still needs the worker's full workweek record for payroll review. A covered non-exempt employee's FLSA overtime is based on hours worked over 40 in a fixed 168-hour workweek, and hours may not be averaged across two or more workweeks.
No. The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Covered non-exempt employees must receive overtime pay when hours worked exceed 40 in the workweek, unless another law, policy, contract, or client agreement creates a separate premium.
Mixing clients, assignments, and locations into one weekly total creates the biggest billing problem for staffing agencies. Payroll may still need total weekly hours, but billing needs proof of which client received the work. Separate assignment lines also make rate checks, overtime review, and client disputes easier to resolve.
Everhour Team Management lets staffing teams set approval workflows, lock time after approval, correct entries as admins, define weekly capacity, assign roles, organize team groups, and apply team-wide time policy defaults. Those controls help managers review submitted time before payroll, billing, or reporting use it.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with columns for client, project, member, billable time, labor costs, invoice status, and related fields. Reports can be exported as CSV, Excel/XLSX, or PDF for billing review or client archive needs.
Use Everhour Team Management to approve, lock, correct, and organize assignment time before it reaches payroll or billing, giving staffing agencies cleaner records and stronger client billing control.
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