Everhour keeps browser-based time tracking tied to approvals and billing, while U.S. teams still control the work record.
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 web app helps you capture work hours in the browser without installing a desktop tool. For web app use, keep the timer open in the same browser profile you use for project work, or pin the tab so task switches do not bury the active entry. The practical goal is simple: record who worked, which task or project they worked on, and the daily and weekly totals that payroll or billing will use.
Under the FLSA, covered employers must keep accurate records for non-exempt workers, but federal law does not require one specific timekeeping form or system. Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. A browser workflow works when it produces complete, accurate records that survive review.
A usable time record needs the date, worker, project or task, start and stop details or total time, billable status when relevant, and a note clear enough to explain the work later. U.S. payroll and billing records normally use U.S. dollars for rate fields. Separate billable time, non-billable time, paid time not worked, and corrections so reports do not mix unlike categories.
For covered non-exempt employees, federal overtime is based on the workweek, not a daily total. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours. Unless exempt, covered 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. Hours may not be averaged across multiple workweeks for FLSA overtime purposes.
Browser-based tracking fails most often when the timer is treated as a personal note instead of a source record. A worker who starts a timer, changes tasks, and forgets to stop it creates cleanup work for payroll, billing, and project reporting. A better habit is to stop the timer at every task switch, add a short work note, and review the day before closing the browser.
Federal rules also separate ordinary scheduling from overtime pay. 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 or agreement applies. State wage, overtime, privacy, and employee-monitoring rules can add requirements, so a web app record should preserve enough detail for the rule that actually applies.
A free web app is enough for a solo worker, a one-off project, or a short billing period where you only need a clean export and a weekly total. It also works for a small team when one person reviews entries before invoicing. The risk starts when corrections, late entries, disputed hours, overtime review, and payroll handoff all live in separate messages or spreadsheets.
A managed workflow gives the record a status, an owner, and a cutoff. Everhour Timesheets collect weekly project hours and working hours, then let users submit time for review. Admins can approve, reject, partially approve, and lock entries before payroll or billing uses them. That approval trail matters when the same time record supports client invoices, payroll review, and management reporting.
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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Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
No. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific timekeeping form or system. A web app, spreadsheet, time clock, or manual sheet works only when the records are complete and accurate enough to show daily hours worked and total hours worked each workweek.
Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. The record should also identify the worker, date, project or task when used for billing, and any correction that changes the final total.
No. FLSA overtime for covered non-exempt employees uses each fixed 168-hour workweek. Hours may not be averaged across two or more workweeks. Unless exempt, covered 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 of pay.
Leaving one timer running across several tasks creates the most cleanup. The final record no longer shows which project, client, or work category received the time. Stop the timer at task changes, add a short note, and review the day before the entry feeds payroll, invoicing, or reporting.
Federal rules require employers to preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be preserved for at least two years. State rules, contracts, audits, or litigation holds can require longer retention.
Everhour Timesheets collect weekly project hours and working hours, then route submitted time to managers for approval. Admins can approve, reject, partially approve, and lock time entries, so payroll or billing review uses a controlled weekly record instead of scattered browser entries.
Use browser tracking for the daily habit, then move weekly entries through Everhour Timesheets for approval, locked records, and cleaner payroll or billing review.
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