Everhour organizes tracked hours into weekly timesheets, so scattered workdays turn into reviewable project and working time.
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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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 workweek can disappear into task switching, client requests, admin work, meetings, and follow-up that never reaches a project record. The practical goal is a usable weekly view: time by project, client, task, and work type, with billable and non-billable hours separated before payroll, invoicing, or budget review starts.
For U.S. employers, time records also carry wage-and-hour weight. The FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. The law does not require one specific clock or app, but the method must produce complete and accurate records.
A usable time record starts with the workweek. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, so the weekly boundary matters when employee time feeds payroll review.
Each entry should carry enough context to explain the hour later: date, person, project, client when relevant, task or work category, billable status, and notes for unusual time. U.S. billing and rate fields normally use USD. A clean record also separates hours actually worked from paid time not worked when the organization needs payroll, time off, or utilization review.
End-of-week recall creates soft numbers. A person remembers the long meeting and the deadline task, then rounds the smaller work into whatever category feels closest. Timers and same-day manual entries reduce that drift because the entry sits closer to the work event, with a specific project or task attached.
The most useful review looks for patterns, not blame. Repeated unassigned hours show missing categories. Large daily totals need a second look before they move into payroll or billing. Weekend or holiday work also needs the right treatment: the FLSA does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless covered non-exempt weekly overtime or another law or agreement applies.
A one-week tracker is enough when you need a fast answer: total the week, separate billable and non-billable time, and see which projects absorbed the workday. It also works for a solo review when the result stays internal and no manager, client, accountant, or payroll process needs to approve it.
A managed workflow matters when tracked hours become records other people rely on. Everhour Timesheets collect weekly project hours and working hours, let users submit time for approval, and let admins approve, reject, partially approve, or lock entries. That approval trail fits teams that need reviewed time before payroll, billing, reporting, or budget decisions.
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
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.
Small work blocks disappear when they are recorded after the fact. Email, internal admin, context switching, and short client requests often get folded into a larger task or left uncategorized. A weekly review works better when each entry has a project, task or category, billable status, and date before totals are used for payroll, billing, or planning.
Project, client, task, and billable status give the clearest pattern for most teams. Internal categories also matter when time supports payroll or utilization review. A vague category such as "miscellaneous" should stay rare because it hides repeat work that needs a real label, a budget adjustment, or a process fix.
The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific timekeeping form or system. Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek.
Covered non-exempt employees must receive FLSA 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. The workweek is 168 fixed, recurring hours, and hours cannot be averaged across separate workweeks for FLSA overtime purposes.
Employers must 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. Time tracking data can also be personal information, so businesses should collect only what they need, keep it safe, and dispose of it securely.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock submitted entries, so payroll and billing use reviewed hours instead of loose end-of-week totals.
Move from a one-off weekly total to approved timesheets. Everhour gives teams submitted, reviewed, and locked time entries for cleaner payroll and billing review.
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