Remote teams need accurate daily and weekly records. Everhour turns distributed work hours into review-ready timesheets.
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
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Use this page to organize remote employee hours into records a manager, bookkeeper, or owner can review. For U.S. teams, the key federal baseline is recordkeeping: the FLSA requires covered employers to keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek.
The FLSA does not require one specific timekeeping form or system. A spreadsheet, timecard, app, or integrated tracker works if the records are complete and accurate. Remote work makes consistency matter more because employees often work across different locations, schedules, and project tools. The record still needs a clear day, workweek, person, project or task, and total hours.
A usable remote time record starts with the employee name, date, workweek, daily hours worked, and total weekly hours worked. Teams that bill clients or track budgets should also capture project, client, task, billable status, and comments for unusual work. U.S. rate and billing fields normally use U.S. dollars.
Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate of pay, unless an exemption applies. A workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. Hours cannot be averaged across two or more workweeks for FLSA overtime.
Remote time tracking should record time worked, not collect unrelated personal information. A defensible setup asks employees to log the hours needed for payroll, billing, and project review. Extra data creates extra handling obligations and can weaken trust if employees do not know why it is collected.
U.S. privacy rules are sectoral and state-dependent. At the federal level, businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only what they need, protect it, and dispose of it securely. California is a major example: covered businesses may have CCPA obligations for employee time-tracking data.
A one-off weekly total is enough for a quick check, a small invoice, or a simple manager review. It stops being enough once remote employees work across several projects, submit time for payroll, or need a manager-approved record before billing. At that point, the process needs submission, review, corrections, and locked approved time.
Everhour Timesheets fit that managed workflow by collecting weekly project hours and working hours by person. Employees can submit time for review, and managers can approve, reject, partially approve, or request corrections before payroll, billing, or reporting uses the records. Approved time stays protected from regular member edits.
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
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Summer 2026
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Federal law does not require one specific clock-in method. The FLSA requires covered employers to keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek. A remote time tracking system is acceptable when it produces complete and accurate records.
Covered nonexempt employees need weekly overtime review. Under the FLSA, hours worked over 40 in a fixed 168-hour workweek must be paid at not less than one and one-half times the employee's regular rate of pay, unless an exemption applies. Weekend or holiday work alone does not trigger federal overtime premium pay.
Remote time tracking records work hours for payroll, billing, budgets, and reporting. Employee monitoring collects broader activity data. A practical time tracking setup limits collection to the records needed for the job and protects employee information under applicable federal, state, and sector-specific privacy rules.
Keep the record type straight. Federal retention rules set at least three years for payroll records and at least two years for basic time and earnings records, including daily start and stop time cards or sheets. State rules, contracts, or internal policies can require a longer archive.
End-of-week reconstruction creates weak records because employees must remember work after context has changed. Daily entries tied to a workweek, project, task, and billable status give managers a cleaner review trail. Late edits should be visible before time feeds payroll, billing, or reports.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for manager review. Managers can approve, reject, partially approve, or request corrections, and approved time stays locked for regular members before payroll or billing work begins.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Remote employees can track time on the task where the work happens instead of switching to a separate tracker.
Use Everhour Timesheets to collect weekly remote work hours, review submissions, correct issues, and lock approved records before payroll or billing gets Everhour-backed accuracy.
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