Everhour organizes tracked hours for timesheets, reporting, and billing while your team records work across projects and tasks.
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 time tracking system gives you a repeatable way to capture who worked, when they worked, and where that time belongs. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The system does not need to follow one federal format, but the records must be complete and accurate.
Freelancers and service teams use the same structure for billing. Each entry should connect time to a client, project, task, and billable status. A weekly total alone helps with a quick review, but it does not explain which work earned revenue, which work stayed internal, or which project is using more hours than planned.
Manual entry works when people record time at the end of each task or day. It becomes weaker when the team reconstructs a full week from memory on Friday afternoon. Timers capture time as work happens, then users can add notes, assign the right task, and correct entries before approval. A practical system supports both methods because real teams have meetings, field work, and task work in different places.
Automatic reminders and timer controls improve consistency, but they do not replace review. Managers still need to check missing days, unusually long entries, incorrect billable labels, and time posted to the wrong project. A clean workflow makes these corrections before payroll, client billing, or project reporting uses the numbers.
Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek under the FLSA, at not less than one and one-half times the regular rate of pay. A workweek is a fixed, regularly recurring period of 168 hours, and FLSA overtime hours may not be averaged across two or more workweeks. A system should keep the week boundary clear.
The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies. State wage, overtime, privacy, and employee-monitoring rules can add requirements. Keep payroll records for at least three years and basic time and earnings records, such as time cards or sheets, for at least two years.
A free weekly total is enough for a solo check, a one-off invoice, or a short internal estimate. A managed workflow becomes necessary when several people track time across clients, projects, billable categories, and approval stages. The system of record should show submitted time, approved time, rejected corrections, locked periods, and the final totals used for billing or payroll review.
Everhour Timesheets fit that managed workflow by collecting weekly project hours and working hours by person. Team members can submit time for review, and managers can approve, reject, partially approve, or lock entries before payroll, billing, or reporting uses them. That approval trail matters once tracked time becomes money, capacity data, or a client-facing record.
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.
Federal FLSA rules require covered employers to keep accurate records for nonexempt workers, but they do not require a specific timekeeping form, app, or device. A paper sheet, spreadsheet, timer, or software system can work if it captures the required information completely and accurately.
A practical system should capture worker name, date, daily hours worked, weekly total, project, client, task, billable status, and notes for exceptions. U.S. billing and rate fields normally use U.S. dollars. Payroll records should stay separate from casual project notes so wage records remain clear.
Manual time entry is acceptable when the entries are accurate, timely, and reviewed. The common mistake is treating end-of-week memory as a record. Teams should set a daily entry habit, require project labels, and review missing or unusual totals before approving the week.
One system can support both workflows if it separates working hours, project hours, billable time, rates, and approval status. Payroll review needs defensible daily and weekly hours. Client billing needs time tied to the correct client, project, task, and invoice period.
A time tracking system should collect the data needed for records, payroll review, billing, and project management. U.S. privacy obligations are sectoral and state-dependent. At the federal level, businesses must avoid unfair or deceptive practices under Section 5 of the FTC Act and protect sensitive personal information they keep.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll, billing, or reporting. Team members submit time, and managers can approve, reject, partially approve, or lock entries when the period is complete.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time where tasks already live, then use the collected entries for reports, budgets, invoices, and review.
Use Everhour Timesheets to collect weekly project and working hours, review submissions, lock approved entries, and keep payroll or billing review tied to approved time.
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