Everhour tracks time on Android and turns task hours into timesheets, reports, budgets, invoices, and payroll review.
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.
Use an Android tablet timesheet app when you need to enter work hours away from a desk, review a week on a larger touch screen, or keep job notes open beside the timesheet. The core job stays the same on every device: capture who worked, which day they worked, the task or project, the hours, and whether the time is billable, non-billable, or only for internal review.
Tablet entry works best when the layout reduces typing. Keep projects, clients, tasks, and common notes available as selectable fields, then use the Android split-screen view when source details live in email, a job ticket, or a project board. For U.S. employers covered by the FLSA, records for non-exempt workers must include hours worked each workday and total hours worked each workweek.
A useful timesheet records the person, date, project, task, start and stop time or total hours, notes, and approval status. Billing teams also need the client, rate, currency, and billable flag. U.S. billing and payroll fields normally use U.S. dollars. A clean entry reads like this: March 5, 2026, Acme onboarding, data import, 2.5 billable hours, migration notes reviewed.
For covered non-exempt employees, FLSA overtime is based on a fixed 168-hour workweek. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that workweek at not less than one and one-half times the regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, so the timesheet must keep each workweek distinct.
Tablet timesheets fail when people type vague activity notes, merge several jobs into one daily total, or wait until Friday to reconstruct the week. Late entry turns small details into guesses. Separate each project and task while the work is fresh, especially when one worker handles both billable client work and internal admin time on the same day.
Device convenience does not replace record discipline. The FLSA does not require a specific timekeeping form or system, but covered employers must keep accurate records for non-exempt workers. 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.
A simple tablet timesheet is enough for a freelancer entering a few weekly totals, a contractor preparing one invoice, or an owner collecting hours from a small job. It works when the review path is short, the same person enters and checks the time, and the final output only needs to support one billing or payroll cycle.
A managed workflow fits teams that need task-level timers, manual corrections, approvals, locked periods, reminders, and a handoff to reports, budgets, invoices, or payroll review. Everhour Time Tracking captures hours against tasks and projects through timers or manual entries, including from mobile apps, so tablet-entered time becomes part of the same review trail as desktop and project-tool work.
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
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.
Yes, if the records are complete and accurate. 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. The FLSA does not require one specific app, time clock, form, or device.
Use the format your policy can review consistently. Start and stop times create a clearer audit trail when shifts vary, breaks matter, or managers need to investigate changes. Total hours can work for simple project tracking, but covered employers still need accurate daily and weekly hour records for non-exempt workers.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Covered non-exempt employees receive federal overtime after more than 40 hours worked in a fixed 168-hour workweek, unless another law, policy, or contract creates a different premium rule.
Mixing two workweeks in one total breaks the review. Federal overtime for covered non-exempt employees is calculated by workweek, and hours cannot be averaged across two or more workweeks for FLSA overtime purposes. Keep each seven-day workweek separate, even when the pay period covers two weeks.
Yes, time records can contain personal information about employees, schedules, locations, projects, and work patterns. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies should collect only what they need, keep it safe, and dispose of it securely.
Everhour Time Tracking lets users record task and project hours with live timers or manual entries, including through iOS and Android mobile apps. Those entries feed timesheets, reports, budgets, invoices, and payroll review, while admins can use approvals, locked periods, reminders, and timer rules to control the workflow.
Track work as it happens, then move approved tablet-entered hours into reports, budgets, invoices, and payroll review with Everhour Time Tracking.
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