Staffing agencies need assignment-level time records. Everhour tracks hours for payroll review, client billing, and approvals.
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.
Staffing agencies place their employees with client businesses for limited periods, often at worksites the agency does not directly supervise. The timesheet has to identify the worker, client or host, assignment, location, date, daily hours, and weekly total. Those fields turn scattered shift reports into a payroll and billing record tied to the right client job.
The scale makes clean records necessary. U.S. staffing, recruiting, and workforce-solutions firms provided opportunities for about 11 million employees in 2024, with nearly 2.2 million temporary and contract employees working in an average week. BLS reported 2.49 million temporary help services payroll employees in May 2026, seasonally adjusted. A usable system must group time by client, assignment, role, and location.
A staffing timesheet needs more than start time, end time, and total hours. For each nonexempt worker covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. Payroll records also need the pay basis, regular hourly rate, straight-time earnings, overtime earnings, total wages, pay date, and pay period covered.
Client billing adds a second layer. A clean entry shows the assignment code, billable status, client-approved hours, pay rate, bill rate, and any note needed to explain a short shift, missed meal period, corrected punch, or rejected entry. A warehouse worker assigned to Client A for Monday through Friday should not share one undifferentiated weekly total with a separate clerical assignment for Client B.
Client supervisors often confirm hours, but the staffing agency still needs its own complete time record. NAICS 561320 describes temporary help establishments as supplying workers to client businesses while the workers remain employees of the temporary help services establishment. That structure makes assignment approval useful, but it does not replace the agency record used for payroll, wage compliance, and billing.
The common mistake is treating a client email, sign-in sheet, or shift text as the entire timesheet. Those sources can support a correction or approval, but the final record still needs the worker, client, assignment, daily hours, weekly hours, pay basis, regular rate, overtime, and pay period. Keep payroll records for at least three years and time cards, work schedules, and wage-rate tables for two years.
A simple timesheet is enough for a one-off placement, a small roster, or a weekly export that an owner reviews manually. It works when one person can confirm hours, check overtime, invoice the client, and file the record without chasing supervisors or reconciling multiple spreadsheets. The threshold changes once assignments span several clients, locations, roles, and pay rates.
A managed workflow gives staffing teams a durable system of record. Workers enter time with timers or manual entries, managers review submitted hours, approved records feed reports, and locked periods protect payroll changes after review. Everhour fits that step when assignment time must move into reporting, budgets, invoices, and payroll review without retyping the same weekly totals.
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 staffing agency timesheet should capture worker name, client or host, assignment, location, date, daily hours, total weekly hours, pay basis, regular rate, overtime earnings, total wages, and the pay period. Client approval, billable status, bill rate, and correction notes help connect the same record to payroll review and client billing.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific timekeeping form or system. A paper sheet, spreadsheet, time clock, or software workflow can work if the record is complete and accurate for daily hours, weekly hours, pay, and overtime.
The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate. A state law, policy, contract, or client agreement can add a different premium.
FLSA overtime uses a fixed, regularly recurring 168-hour workweek, and hours may not be averaged across two or more workweeks for FLSA overtime purposes. A worker with 45 hours in one week and 35 hours in the next has a weekly overtime issue in the 45-hour week, assuming the worker is covered and nonexempt.
The most common dispute starts when the agency records only a weekly total and cannot show which client, assignment, location, or day created the hours. Staffing clients approve specific shifts or placements, so vague totals make it harder to explain overtime, rejected hours, missed punches, and invoice line items.
Everhour Time Tracking records task and project hours through live timers or manual entries, then sends that time into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, reminders, locked periods, and timer rules to keep weekly staffing hours reviewable before payroll or billing.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with filters, grouping, date ranges, and export options. A staffing manager can group time by client, assignment, member, billable time, labor cost, or invoice status before sharing records with accounting.
Track assignment hours once, approve them before payroll, and use Everhour Time Tracking to carry clean staffing records into reports, invoices, and payroll review.
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