Everhour connects HR time records to budgets and approvals, while U.S. teams still control the recordkeeping method.
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 |
|---|
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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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HR teams use timesheets to separate recruiting, onboarding, benefits, payroll support, employee relations, records, and HR projects. The goal is a usable record of effort by function, project, requisition, employee case, or client. That structure helps an HR manager see where time goes without forcing every entry into a generic administration bucket.
A practical weekly record may include interview scheduling for one requisition, onboarding tasks for a new hire group, benefits administration, and payroll support. Internal HR teams use those entries for workload, compliance support, and budget visibility. HR consulting, recruiting, staffing, and PEO teams also need client or assignment fields because tracked time can support billable work.
A U.S. HR timesheet should support accurate daily hours worked and total hours worked each workweek for covered nonexempt employees under the FLSA. The federal baseline does not require a specific app, time clock, or form. The chosen method must produce complete and accurate records that payroll and HR can review.
Federal overtime for covered nonexempt employees applies to hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the employee's regular rate of pay. Hours cannot be averaged across workweeks for FLSA overtime purposes. The FLSA also does not require premium pay solely for Saturday, Sunday, holiday, or rest-day work unless weekly overtime or another law or agreement applies.
HR teams need enough detail to answer management questions without creating unusable notes. A good entry identifies the person, date, workweek, work category, project or case, daily hours, and any approval status. For external HR services, add the client, engagement, requisition, or assignment so the same record can support billing and delivery review.
Privacy and retention also shape the design. Employers must preserve payroll records for at least three years and time cards, work schedules, wage-rate tables, and other wage-computation records for two years. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and California employee time-tracking data may fall under CCPA obligations for covered businesses.
A free timesheet is enough for a short HR project, a simple weekly total, or a small team that only needs a temporary record before payroll review. It starts to fail when HR needs approvals, locked periods, budget visibility, client-level work, recurring reporting, or a clean handoff to finance.
A managed workflow keeps HR time tied to the same categories every week. Everhour fits that longer-term need when HR teams track time and money budgets, set recurring budget periods, receive threshold alerts, protect budgets from overrun, and separate billing methods across projects or clients. That structure turns timesheets into a repeatable management record.
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Separate recruiting, onboarding, records, benefits, payroll support, employee relations, HR projects, and reports. External HR teams should also track client, assignment, requisition, or engagement. This structure gives managers useful workload and budget data without asking employees to write long narrative descriptions for routine work.
No. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not prescribe a particular timekeeping form or system. A spreadsheet, time clock, or app can work if the records are complete and accurate.
The fixed workweek matters most. Under the FLSA, a workweek is 168 hours, made of seven consecutive 24-hour periods. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek, and hours cannot be averaged across two or more workweeks.
HR timesheets should identify the work category and case or project at a level that supports review. Sensitive employee relations notes should stay limited to the business purpose. U.S. businesses handling personal information must collect only what they need, keep it secure, and dispose of it securely.
Employers must preserve payroll records for at least three years. They must also retain time cards, work schedules, wage-rate tables, and other wage-computation records for two years. State rules, contracts, audits, and litigation holds can require longer retention.
Everhour Project Budgeting lets HR teams track hour-based or money-based budgets as people log time. Teams can use recurring budget periods, set email alerts at defined thresholds, and protect budgets by stopping extra time logging after a limit is exceeded.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, or partially approve submitted time. Submitted and approved time is locked for regular members, which keeps payroll and reporting records stable after review.
Track HR work against budgets, approvals, and recurring reporting cycles. Everhour gives HR teams a durable time record for workload planning, payroll review, and budget control.
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