Everhour Timesheets organize weekly project and working hours for approval, billing review, payroll checks, and cleaner 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.
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A timesheet gives you a structured record of work time for a day, week, project, client, or pay period. For a simple weekly review, the core job is direct: enter each workday, list the project or task, separate billable and non-billable time when needed, and total the week before submitting or filing the record.
For U.S. wage-and-hour records, the FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific timekeeping form. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A complete timesheet supports that baseline.
A practical timesheet needs the employee or contractor name, date, start and stop times or daily totals, project or client, task description, billable status, rate when used for billing, and notes for corrections. U.S. billing and payroll fields normally use U.S. dollars. A weekly layout works well because payroll, project review, and federal overtime checks often happen by workweek.
A workweek under the FLSA is a fixed period of 168 hours, made from seven consecutive 24-hour periods. For covered non-exempt employees, federal overtime applies to hours worked over 40 in a workweek at not less than one and one-half times the regular rate. Hours from two or more workweeks cannot be averaged for FLSA overtime purposes.
Late reconstruction creates weak records. A person filling Friday's entries from memory often rounds task time, forgets small client work, or assigns internal meetings to the wrong project. Daily entry or timer-based capture keeps the record closer to the work that actually happened, especially when the same person switches between clients or tasks.
Weekend and holiday entries need careful handling. 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. A timesheet should record the hours accurately first, then payroll rules decide the premium treatment.
A free timesheet is enough for a one-off record, a simple contractor invoice backup, or a small weekly total that does not need approval history. It works when one person controls the entry, review, and filing. Save the finished record in a consistent format and keep corrections visible.
A managed workflow becomes necessary when tracked time feeds client billing, payroll review, project budgets, or manager approval. Everhour Timesheets collect weekly project hours and working hours by person, allow submission for review, and let managers approve, reject, partially approve, and lock time entries before those records move downstream.
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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A weekly timesheet should identify the worker, dates, daily hours, weekly total, project or client, task description, billable status, and approval status when review is required. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
A timesheet is one source record for payroll review, not the entire payroll file. 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 rules, contracts, and internal policies can require more.
A complete and accurate method can use the format that fits the workplace, because the FLSA does not require a specific timekeeping form or system. The record still needs daily hours worked and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions.
Billable time and working time can differ. Working time records the time actually spent working. Billable time records the portion charged to a client under the agreement. Internal meetings, admin work, training, or write-offs may appear as working time without becoming billable time.
Mixing weeks creates the most payroll friction. Federal overtime for covered non-exempt employees is based on hours worked over 40 in a fixed 168-hour workweek, and hours may not be averaged across two or more workweeks for FLSA overtime purposes. Keep each week separate before calculating payroll or billing totals.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval. Managers can approve, reject, partially approve, and lock entries, which gives payroll and billing reviewers a clear status before records are used.
Everhour can track time inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Time logged on tasks flows into one reporting layer, so teams can review project hours without rebuilding timesheets from separate work logs.
Track weekly hours, submit them for approval, and lock reviewed entries before payroll or billing work starts. Everhour gives teams a clearer timesheet approval workflow.
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