Everhour turns tracked work hours into reports and billing records, while U.S. rules still require accurate time records.
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.
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Tracking work hours gives you a reliable record of time spent by person, day, project, client, and task. A useful weekly record shows more than a single total. It shows which work happened, which hours are billable, which hours are internal, and which entries need review before payroll or invoicing.
For U.S. employers, the FLSA does not require a specific timekeeping form or system. Covered employers must keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek. A spreadsheet, time clock, app, or integrated timer can work if the record is complete, accurate, and retained properly.
A timer captures time as work happens, which fits task-based work, client projects, support queues, and development tickets. Manual entry fits end-of-day corrections, meetings, offline work, and teams that record time after the fact. The strongest setup allows both, then labels how entries were created so managers can review timer-based work and reconstructed timesheets separately.
A practical weekly entry includes the date, person, project, task, start and stop time or duration, billable status, and notes when context matters. For example, a designer can record 2.5 hours to a client website project, mark it billable, and attach it to a homepage revision task. That entry supports both the invoice line and the project budget report.
U.S. overtime review needs a workweek view, not a loose monthly total. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, and 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.
Weekend or holiday work does not create federal overtime premium pay by itself under the FLSA. The weekly overtime rule must be triggered, or another law, policy, contract, or agreement must apply. State wage, overtime, privacy, and employee-monitoring rules can add requirements, so the tracking record should preserve daily detail instead of flattening everything into one weekly number.
A simple weekly total is enough for a freelancer checking personal hours, a small owner pricing a one-off job, or a manager reconciling a short project. The record becomes weaker when several people, projects, clients, approval steps, and billing rates enter the same workflow. Re-keying hours into invoices or payroll files also creates avoidable errors.
A managed workflow fits teams that need continuous tracking across projects and clients, approved timesheets, reporting, and handoff to billing or payroll review. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, filters, grouping, exports, scheduled email delivery, profitability dashboards, and overtime visibility in Team Hours and custom reports.
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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Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
A useful work-hour record includes the worker, date, project or client, task, daily hours worked, weekly total, billable status, and notes when an entry needs context. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
A timer is better for work that can be tracked as it happens, such as project tasks, support tickets, and client work. Manual entry is still necessary for corrections, offline work, meetings, and end-of-day updates. The best process keeps both methods visible so reviewers can spot late reconstruction and unusually rounded totals.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require one specific timekeeping form or system. A complete and accurate method can be paper-based, spreadsheet-based, clock-based, or software-based. The method must preserve the details needed for wage, hour, and overtime review.
Weekly overtime review should use the employer's fixed workweek, a regularly recurring 168-hour period. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek at not less than one and one-half times the regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
The most expensive mistake is recording only a weekly total after the work is done. That total hides daily hours, billable status, project allocation, and late corrections. It also weakens payroll review because covered employer records for nonexempt workers need daily hours worked and total hours worked each workweek.
Everhour Reporting turns logged time into customizable reports with 45+ columns, metadata filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. Teams can review hours by client, project, member, billable time, labor cost, budget metric, invoice status, and overtime visibility where overtime tracking is enabled.
Everhour can track time inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members can use embedded tracking controls on tasks while work continues in the project tool they already use.
Track approved hours across projects and clients, then use Everhour Reporting to export, schedule, and review the data that supports billing, payroll review, budgets, and profitability.
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