Everhour organizes billable hours and approvals so invoice work starts from clean, reviewed time records.
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.
Turning worked time into invoice-ready detail requires capturing hours by client, project, and task. A useful record shows the date, person, work description, billable status, rate, and approval status before an invoice reaches the client.
Client billing and payroll review use overlapping records, but they are not the same job. For U.S. covered nonexempt workers, FLSA records must include hours worked each workday and total hours worked each workweek. Client invoices also need a clear billing basis, such as hourly services, fixed-fee work, or non-billable internal time.
A strong invoice line translates time data into a plain billing item. For example, a line can show March 5, 2026, website QA, 2.5 hours, $80 per hour, and $200 due. The client sees the service, the quantity, the rate, and the charge without reading a raw timesheet.
Billable and non-billable time need separate treatment before invoicing. Strategy calls, rework, internal meetings, support retainers, and admin time can follow different billing rules. A clean process marks each entry before the invoice is created, so the final bill reflects the client agreement rather than a last-minute memory check.
The most common mistake is treating invoice totals as the complete time record. A client invoice shows chargeable work, while payroll and wage records must preserve worked-time detail for covered nonexempt employees. Under the FLSA federal baseline, overtime for covered nonexempt employees applies after 40 hours worked in a fixed 168-hour workweek at at least 1.5 times the regular rate.
Weekend or holiday work does not create a federal overtime premium by itself unless the weekly overtime rule is triggered or another law, policy, or contract applies. Keep invoice rates, payroll rates, and overtime review separate. One person can have $120 per hour client billing, a different regular rate for payroll, and non-billable hours that still count as hours worked.
A one-off tool is enough when you need a weekly total, a short client summary, or a quick invoice draft from a small batch of entries. It works best for simple hourly work where the client, rate, and billable status are already clear. The result should be reviewed before it becomes an invoice or payroll input.
A managed workflow fits teams that invoice from tracked work every week or month. Everhour can add approvals, locked periods, admin time corrections, personal tracking limits, roles, project assignments, and team groups before billing data moves forward. That structure creates a record of who submitted time, who reviewed it, and which entries were approved.
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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G2
Summer 2026
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Summer 2026
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Tracked time can feed an invoice when each entry has a client, project, task description, billable status, rate, and review status. Raw timer data usually needs cleanup first. Remove internal notes, confirm the billing agreement, split non-billable work, and make the final invoice line readable for the client.
Invoice hours do not always match payroll hours. Payroll review needs all hours worked for the worker category and jurisdiction involved, while client billing includes only the work the client agreed to pay for. For covered nonexempt employees under the FLSA, records must include daily hours worked and total hours worked each workweek.
The invoice should use the rate agreed with the client, usually in U.S. dollars for U.S. users. That rate can be a project rate, member rate, task rate, or fixed-fee billing method converted into line items. Payroll rates and client billing rates should stay separate because they serve different legal and commercial purposes.
Weekend work can be billed at a premium only if the client agreement, policy, or contract says so. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Federal overtime for covered nonexempt employees turns on hours worked over 40 in a workweek.
Keep the records that explain how the invoice was built, including time entries, rates, billable decisions, approvals, and exported invoice detail. U.S. 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.
Everhour Team Management lets admins lock time after approval, correct entries for team members, set personal tracking limits, manage roles, and organize project assignments. Those controls help teams review billable hours before invoices are created, instead of rebuilding the billing record after entries have changed.
Everhour connects logged task and project time to invoice generation, so approved billable entries can move into client billing. Teams can use project rates, member rates, or task rates, then keep the invoice tied to the same time records used for reports and budget review.
Use Everhour Team Management to lock approved time, correct entries, manage roles, and keep billing records consistent before client invoices are created.
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