Start and end times, break time and overtime.
Automatically measurement of effective working time.
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Keeping track of your employees' working hours is not optional. The Working Time Regulation (1998) establishes the maximum weekly working time, overtime pay, record keeping, length of night work and breaks. Every employer is required to maintain employee records, including hours worked each day and total hours worked each week. Records must be accurate and must be kept for at least two years, but there is no particular format that time-tracking records must follow.
Although the Law does not specifically define what tools should be used to keep track of employees' hours, it does stipulate that the system must “provide reliable, unchangeable and non-manipulative information a posteriori, either by the employer or by the owner himself. worker". It is therefore recommended to implement technological systems to control time and attendance, which allow the daily registration, entry and exit of workers.
The working day record report must include:
The difference between the hours elapsed since the beginning and the end of the day and the time of breaks will be considered as effective working time. The time of breaks must be documented exhaustively, otherwise, the effective working time would be equivalent to the time of presence (start - end of the working day).
The calculation of overtime, as stipulated in article 35 of the workers' statute, will be based on those hours of actual work that are carried out over the maximum duration of the day.
With the pandemic, we have observed a boom in remote work and everything points towards its continuity beyond a certain return to normality. Time tracking control does not constitute an impediment or a brake on teleworking. It is recommended to carry out the effective work registration through telematic registers or similar.
The company must keep the records for two years and these will remain at the disposal of the workers, their legal representatives and the Labor and Social Security Inspectorate. If the organization has several centers or locations, the employee's time control reports must be available at any center at any time.
Employers who do not comply with the 1998 Working Time Regulations may face a complaint in an employment court. If the complaint is confirmed, the court will make a statement to that effect and may order the employer to pay compensation, if one or more employees are involved. Workers cannot be fired or selected for dismissal, or suffer any other harm, for challenging their employer's refusal or for failing to recognize their employment rights or for taking action in court or tribunal. Requiring any worker covered by the Regulation to work excessively long hours could lead to prosecution and an unlimited fine.
It is important to note that an optimal timekeeping solution not only covers the need for labor control and legal compliance, it is also an effective solution to increase efficiency and employee performance.
Employee time tracking solutions, such as Time@Work, which not only provide complete reports on the working day and working hours of each professional, but also provide data on the quality of work, facilitate self-management of time, improve the productivity and promote the implementation of new forms of work, such as flexible hours or teleworking, providing transparency with totally objective and accurate information.
A solution that in addition to complying with the time tracking regulations, guarantees the right of digital disconnection to workerssince it has an alert system that warns the employee when he has reached the end of his day, recommending that he disconnect from his device and of your job responsibilities. In this way, Time@Work promotes the reconciliation between work and family life, generating an adequate balance.
The positive results generated by having time control software for companies eliminates the typical myths of the time register, which devalue their benefits. Implementing software that manages the registration of working hours is increasingly common and mandatory in organizations that want to improve their processes
Whatever the reason that companies have, it seems that the growing need to know information on compliance with working hours, forces companies to want a time control of their employees to know their performance and promote their growth. The best solution is one that, in addition to complying with the time control, also allows employees to manage and optimize their own time in the best possible way.
A summary panel shows you the activity rate of your team, how many employees are active today and the main notifications.
Time@Work provides you with a daily attendance and hours report with the start and end times of the day, working hours, breaks and overtime.
El fichaje es 100% automático por lo que los informes son siempre completos y puedes acceder a ellos en cualquier momento y desde cualquier oficina o sede.
Time@Work offers a complete vacation and absences manager to easily process:
You have all the information centralised on one platform.You save time for processing requests, validations and counting days of absence.
This report provides you with data on total hours of activity, as well as daily averages per employee for a date range. You can analyze the scope of the objectives.
Complete activity reports per day. It allows you, at a simple glance, to check if the results are aligned with the objectives.
You can compare the results that are obtained when the employees are teleworking or when they work in the office.
Time @ work offers a summary of holidays, absences and leaves of the entire organization for the HR department. Managers can view their teams' business calendar and easily validate employee requests.
Time@Work provides employees with objective data on their own performance.
They will be able to see their results, analyze them, correct bad habits and better manage interruptions.
Take down the thieves of time in your organization and make people more focused on their tasks.
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