Everhour turns tracked task and project hours into timesheets, reporting, budgets, invoices, and payroll review workflows.
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.
A timesheet template gives you a repeatable way to record who worked, when the work happened, which project or client received the time, and whether the time is billable. For U.S. payroll, covered employers under the FLSA must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek.
The template also helps freelancers and agencies support invoices with clear line items. A useful weekly record shows dates, start and stop times or daily totals, task notes, billable status, pay or billing rates in USD, and a signature or approval field when a manager or client reviews the time.
Start with employee or contractor name, role, pay period, workweek start date, client, project, task, daily hours, weekly total, billable hours, non-billable hours, rate, notes, and approval status. If the timesheet supports payroll, separate regular hours from hours worked over 40 in the fixed 168-hour workweek used for FLSA overtime.
A clean service entry can read: "March 5, 2026, Acme onboarding, data migration, 3.5 billable hours, $85 hourly rate, approved." That one row gives accounting the billing basis and gives the worker a concrete record. Avoid vague entries such as "admin" or "client work" when the time needs review later.
The FLSA overtime baseline is weekly. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the employee's regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
A template should keep each workweek separate, even when a pay period spans two weeks. 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, contract, or policy applies. State wage and overtime rules can add requirements.
A free template is enough for a single invoice, a small weekly check, or a short project where one person enters time and one person reviews it. It also works when you need a printable record and can keep payroll records for at least three years and basic time and earnings records for at least two years.
A managed workflow becomes necessary when tracked time feeds billing, payroll review, project budgets, or approvals every week. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside supported project tools, and lets admins use approvals, reminders, locked periods, and timer rules before records move into reports or invoices.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
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.
A practical timesheet template should include the worker's name, pay period, workweek dates, daily hours, weekly total, client, project, task, billable status, rate, notes, and approval field. For FLSA-covered non-exempt employees, employer records must include hours worked each workday and total hours worked each workweek.
A spreadsheet can meet the federal baseline if it is complete and accurate. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific form or timekeeping system. State law, company policy, contracts, or client requirements can demand more detail.
A template can use start and stop times, daily totals, or both, as long as the record accurately supports hours worked each workday and total hours worked each workweek for covered non-exempt employees. Start and stop times create a clearer audit trail when managers review missed punches, meal breaks, or disputed entries.
A fixed workweek keeps overtime review consistent. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Covered non-exempt employees must receive overtime pay for hours worked over 40 in that workweek, and hours cannot be averaged across multiple workweeks.
Mixing billable, non-billable, regular, and overtime hours in one undifferentiated total creates rework. Payroll needs the weekly overtime basis for covered non-exempt employees, and billing needs client, project, task, rate, and approval context. Separate columns prevent accounting from rebuilding the record from notes and messages.
Everhour Time Tracking logs task and project hours through live timers or manual entries, including tracking inside supported tools such as Asana, ClickUp, Jira, GitHub, Trello, and others. Those entries feed timesheets, reports, budgets, invoices, and payroll review, with admin controls for approvals, locked periods, reminders, and timer behavior.
Track time where work happens, review submitted hours, and lock approved periods before billing or payroll review. Everhour gives teams a durable timesheet workflow from tracked hours to approved records.
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