Everhour turns tracked hours into submitted, reviewed timesheets so teams can approve time before payroll or billing.
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.
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Use this page to structure a weekly time review process: people record work against projects, clients, or tasks, then submit those hours for manager approval. The goal is a timesheet that payroll, finance, or client billing can use without chasing missing entries after the period closes.
For U.S. employers, the FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. The law does not require one specific timekeeping form or system, so an approval workflow can sit on top of timers, manual entries, timecards, or project-based timesheets.
A useful timesheet shows the person, date, project or client, task, hours worked, billable status, notes, and submission status. For U.S. payroll review, covered non-exempt employee records also need daily hours worked and total hours worked each workweek. A fixed FLSA workweek is 168 hours, and covered non-exempt employees must receive overtime pay for hours worked over 40 in that workweek at not less than 1.5 times the regular rate.
Separate payroll hours from billable hours when the same entry serves both purposes. A support call can be payroll time and non-billable client time. A project meeting can be billable for one contract and internal for another. Approval works best when managers review the same fields every period, including missing days, unusually long totals, late manual entries, and notes that explain corrections.
Approval rules answer four practical questions: who submits, who approves, who can correct entries, and when the period locks. A team lead may approve project hours for billing while HR reviews working hours for payroll. A finance manager may need the approved billable total by client, while payroll needs daily and weekly hours by worker category.
Avoid treating approval as a rubber stamp at the end of the month. Late review lets errors compound: forgotten timers, duplicated task entries, and missing non-billable work all reach the invoice or payroll export. A weekly cadence gives approvers enough context to catch mistakes while the work is still fresh and before covered non-exempt employee overtime review becomes a cleanup task.
A one-off weekly total is enough for a solo freelancer reconciling a short project or an owner checking a small invoice before sending it. The record should still show dates, work performed, hours, billable status, and the rate or amount in U.S. dollars when billing U.S. clients.
A managed workflow becomes necessary when several people submit time, multiple approvers review it, or approved hours feed payroll, invoices, reports, or budgets. Everhour Timesheets collect weekly project hours and working hours, let users submit time for review, and give managers approval, rejection, partial approval, and locked-time controls before the handoff.
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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The FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. It does not require a particular timekeeping form, software system, or approval workflow. Employers still need a complete and accurate method, and state wage, privacy, or employee-monitoring rules can add requirements.
Approvers should check daily hours worked, total hours worked each workweek, missing days, late edits, and worker category. For covered non-exempt employees, FLSA overtime applies after 40 hours worked in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Hours cannot be averaged across separate workweeks for FLSA overtime purposes.
They can use the same submission cycle, but approvers should review different fields. Payroll review focuses on hours worked, worker category, overtime, leave context, and pay-period accuracy. Billing review focuses on client, project, task, billable status, rate, notes, and invoice readiness. Separate approval views prevent a client invoice decision from hiding a payroll correction.
Approved time should stay locked for regular users unless a defined correction process reopens it. Admin or manager corrections need a visible reason, date, and person responsible, because payroll and billing users need to know which approved totals changed after review. A clear correction trail also reduces disputes when an invoice or payroll run uses earlier approved hours.
Under federal FLSA recordkeeping rules, employers must 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 rules, contracts, audits, and internal retention policies can require longer retention.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for manager review. Managers can approve, reject, or partially approve submitted time, and approved entries stay protected from regular member edits before payroll, billing, or reporting uses the totals.
Everhour works standalone or inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members track time on tasks where work happens, then those entries flow into one reporting layer for project, client, and budget review.
Track submitted time, review weekly hours, and lock approved records before payroll or invoices move forward. Everhour Timesheets give teams a cleaner approval path from work performed to payable time.
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