Accurately and transparently documenting working hours is crucial for the success of any company. For employers, employee-time-tracking means planning resources efficiently, analyzing work patterns, and reducing overtime—which leads to lower company costs. It also ensures the health and satisfaction of employees, thereby increasing employer attractiveness. Employees, on the other hand, benefit from greater fairness, clear compensation, more flexibility, and a better work-life balance.
Simplified and Systematic Employee-Time-Tracking
Systematic time tracking records the start and end of each workday, as well as breaks, their duration, and rest periods. It applies to most employees—unless a different contractual agreement has been made. In simplified time tracking, only the total hours worked each day are recorded. Breaks do not need to be documented.
Note: A partial or complete waiver of employee-time-tracking can only be agreed upon through a collective labor agreement between employer and employee organizations—provided certain conditions are met.
Employee Activity Tracking: Options
As a rule, employers are required by labor law to record the hours worked—or missed—by employees. Employee-time-tracking can be implemented using various tools and systems, including:
- Digital Time Tracking Systems: Specific platforms that allow employees to easily record their working hours.
- Mobile Apps: Flexible tracking of working hours via mobile applications, ideal for field staff or remote work.
- Time Clocks or Written Records: Traditional but outdated methods of time tracking.
- Project-Based Time Tracking: Employees can record their time specific to projects, allowing for detailed analysis.
- Self-Management: Employees have the ability to manage and adjust their working hours independently and flexibly.
- Shift Plans: Working hours are predetermined; only deviations are additionally noted. This form is mainly used in the hospitality industry.
Employee-Time-Tracking: A Helpful Obligation
Proper employee-time-tracking is mandatory for businesses of all sizes. When executed with the appropriate system or tool, it is quick and requires minimal effort—protecting employers from fines for violations and providing employees with security and increased satisfaction. It's a clear win-win situation.
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