Remote work makes hours harder to verify. Everhour turns distributed time records into reports teams can review and export.
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 define a practical time tracking setup for remote and hybrid workers in the U.S. The goal is a complete record of work time, not a surveillance log. For U.S. covered nonexempt employees, employer records must include hours worked each workday and total hours worked each workweek, and the FLSA does not require a specific timekeeping format.
Remote work is now a normal part of U.S. schedules. WFH Research estimated that about 25% of U.S. paid workdays in May 2026 were work-from-home days, and BLS reported that 33% of employed people who worked on a given day in 2024 did at least some work at home. A workable process must handle fully remote days, office days, and hybrid weeks.
A remote time record should identify the employee, date, workweek, start and stop times or daily total, project or task, and any notes needed for review. For covered nonexempt employees, the weekly total matters because FLSA overtime is triggered after over 40 hours in a fixed 168-hour workweek, paid at not less than 1.5 times the regular rate.
A hybrid employee might log 8 hours on Monday at home, 7.5 hours on Tuesday in the office, and 2 extra project hours on Thursday evening. The record should keep those hours in the same workweek total. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, even when the employee works from different locations.
Remote tracking works best when employees have a clear way to report planned and unscheduled work time. The U.S. Department of Labor says employers can use reasonable diligence for telework by providing a reasonable process for employees to report unscheduled compensable work time and paying for all reported hours. Device activity alone is a poor substitute for a complete time record.
Privacy also matters because time entries identify people, schedules, tasks, and sometimes locations. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance tells companies to collect only what they need, keep it secure, and dispose of it safely. California employee time-tracking data can also fall under CCPA obligations for covered businesses.
A one-off time sheet is enough for a solo remote worker, a small team checking a single week, or a manager reconstructing hours before payroll. It should still show daily hours, weekly totals, and reported unscheduled work time for covered nonexempt employees. Payroll records must be kept for at least three years, and basic time and earnings records must be kept for at least two years.
A managed workflow becomes necessary when remote hours feed billing, staffing decisions, overtime review, or client reporting every week. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with columns, grouping, filters, date ranges, exports, and scheduled delivery. That gives distributed teams a repeatable review process instead of scattered spreadsheets and late corrections.
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.
U.S. covered employers must keep accurate records for covered nonexempt employees, including hours worked each workday and total hours worked each workweek. The FLSA does not require a specific format, so an electronic timer, manual entry, or employee-written record can work when the method is complete and accurate.
Under the FLSA federal baseline, 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 regular rate. The federal rule is weekly, and a workweek is a fixed period of seven consecutive 24-hour periods. State rules, policies, or contracts can add requirements.
A payroll record should capture work time, not turn activity signals into the official source of hours. The stronger process gives employees a reasonable way to report scheduled and unscheduled compensable work time, then requires review and correction before payroll or billing. Activity monitoring also raises privacy and data-security questions.
Evening follow-up work, early calls across time zones, short client requests, and weekend catch-up sessions are easy to leave out. Those entries still matter when they are compensable work time. For covered nonexempt employees, missing small blocks can distort daily records and the total hours worked in the workweek.
Federal rules require employers to preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. State laws, contracts, client billing rules, or company policy can require longer retention.
Everhour Reporting turns logged remote work into customizable reports with 45+ columns, metadata filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. Managers can review hours by person, project, task, client, billable time, labor cost, budget metric, or integration field.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Remote workers can start a timer or add manual time on the task they are already using, which keeps task context attached to the entry.
Replace scattered remote time sheets with reports built for review. Everhour turns distributed time entries into grouped, filtered, exportable reporting for payroll, billing, budgets, and team visibility.
14-day free trial · No credit card · Cancel anytime
