Everhour connects tracked time to budgets and invoices, while accurate billable records keep client work defensible.
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.
Turn a workweek into client-ready billing data by recording client, project, task, date, time spent, billable status, and rate in each entry. A finished entry should answer three questions: who did the work, which client work it belongs to, and whether the time is chargeable.
For U.S. payroll review, covered employers must keep accurate records for non-exempt workers under the FLSA. Those records must include hours worked each workday and total hours worked each workweek for employees covered by federal minimum wage or overtime provisions. Client billing can use different categories, but payroll records still need complete daily and weekly hour totals.
Billable time belongs to client work you charge for under a contract, statement of work, or approved rate card. Non-billable time covers internal meetings, admin work, training, sales calls, or project cleanup that your business does not pass through to the client. Mixing those categories inflates invoices and weakens project profitability reports.
A useful entry names the task clearly, such as "Client A, website migration, DNS testing, 1.25 hours, billable, $125 hourly rate." Use U.S. dollars for U.S. billing fields unless the client agreement says otherwise. Keep paid time not worked, internal time, and client work in separate categories so billing, payroll review, and budget checks do not fight the same data.
A fixed workweek matters because FLSA overtime is calculated across a fixed, regularly recurring period of seven consecutive 24-hour periods. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that 168-hour workweek at not less than one and one-half times the employee's regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Client billing can follow a monthly invoice cycle, a milestone, or a retainer period, but payroll review still needs the correct workweek. Weekend or holiday work does not require federal overtime premium pay by itself under the FLSA, unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies.
A free weekly total works for a one-off invoice, a small freelance job, or a quick client estimate. It stops being enough when several people work across clients, rates, tasks, and budget limits. At that point, the business needs tracked entries that feed review, approvals, reporting, and billing without rebuilding the week from memory.
Everhour Project Budgeting supports that managed workflow by tracking time and money budgets as people log work. Teams can use one-time or recurring budgets, set 75%, 90%, 100%, or custom threshold email alerts, include or exclude expenses from fee budgets, and use billing methods such as fixed-fee or time-and-materials rates.
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 billable time entry should include the client, project, task, date, person, time spent, billable status, billing rate, and a short work description. U.S. records for covered non-exempt employees also need hours worked each workday and total hours worked each workweek when the FLSA minimum wage or overtime provisions apply.
Billable hours and payroll hours serve different jobs. Billable hours show what you charge a client. Payroll hours show time worked for wage-and-hour review. A non-exempt employee can have 40 payroll hours and fewer billable hours if some time went to internal meetings, admin work, or non-chargeable project tasks.
A higher client billing rate for weekend work depends on the contract or approved billing policy. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work, unless weekly overtime applies or another law or agreement requires it. Keep the billing rule separate from the payroll overtime rule.
The common mistake is recording a weekly total without task-level detail. A client can question a line that only says "12 hours, development." A stronger record separates the work by date, project, task, and billable status, then ties the entry to the agreed rate or billing method.
Federal FLSA 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. Client billing records may need longer retention under the contract, accounting policy, or tax recordkeeping process.
Everhour Project Budgeting tracks time and money budgets as work is logged, so billable hours show against the project's limit before the invoice stage. Teams can set recurring budgets, use threshold email alerts, and apply billing methods such as fixed-fee or time-and-materials rates.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. Teams can group and filter by project, client, member, task, billable time, invoice status, and budget metrics, then export reports as CSV, Excel/XLSX, or PDF for review or client sharing.
Use Everhour Project Budgeting to connect logged time with client budgets, rate rules, and spending alerts, so billable hours stay visible before they become invoice surprises.
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