It's important to manage time tracking for your hourly paid employees. It's not just about payroll, it's also about overview, planning and compliance with EU legal requirements for employee time tracking. We take a look at the legal requirements and how you can meet them with time tracking for your hourly paid employees.
Are you complying with legal requirements for your hourly paid employees?
In July 2024, the EU legal requirements for working time registration in force. According to the legal requirement, all employers must implement a system for recording employees' working hours. This also - and especially - applies to your hourly paid employees: temporary workers, students, salaried employees, unskilled workers and so on.
With the right time tracking system, you can easily keep track of your hourly paid employees' working hours, absences and overtime. This gives you a clearer overview of your resources. And that benefits both you as an employer and the individual employee.
Here are the EU minimum requirements for your system
- The system must be able to measure daily and weekly working hours for each employee.
- Employees must be able to register deviations (e.g. overtime, sickness and holidays).
- The data must be stored for 5 years.
- The system must be objective, reliable and accessible.
You can read more about the legal requirement in our previous blog post here and here.
With Intempus you get easy and intelligent time tracking
We have developed several solutions for efficient time tracking for your hourly paid employees. Our system helps you comply with EU legal requirements and can be customised to your employees' employment conditions.
Time registration via terminal
One of our solutions is Intempus Terminal. It is a come/go registration product aimed specifically at companies in the manufacturing and industrial sectors. With this solution, employees report their working hours via a physical device. When they arrive at the workplace, they sign in on the terminal. The terminal notes the exact time they arrived. The same applies when they go home and check out again.
Intempus Terminal can handle a tolerance on scheduled shifts with a specific time frame. This gives employees a “buffer” if there has been traffic in the morning or if they have to leave five minutes early.
The terminal can also be designed to handle registration of overtime and absence based on employees' normal working hours. This ensures that overtime allowances are calculated and paid automatically and correctly. At the same time, you get a clear overview of the absence rate and whether the absence is due to holiday or illness.
Time tracking via app
If Intempus Terminal doesn't fit your organisation's framework, you also have the option to choose Time tracking via our app on mobile. On the app, employees can easily register working hours (also on projects), holidays and illness, and the app can take overtime into account. The app also allows you to add Addendum and driving.
Integration to payroll systems
Every second Dane experiences errors on their payslip, according to Epinion. An advantage of our solutions is that there are multiple integration options for different payroll systems. This means that employees' working hours, absences and allowances can easily be transferred to various payroll systems - regardless of whether the hours originate from the terminal or from mobile registration. This eliminates the need for manual entries in your payroll system and ensures correct payment of wages.
Ready to get your hours under control?
And do you want to make it easy for both employees and management? Digital solutions help create transparency and strengthen internal processes for time tracking. This way, you avoid errors that can occur with manual processes. This avoids extra administrative work and potential conflicts between employees and management.
With Intempus, you get a solution that fits your industry, your way of working and your employees - whether they are hourly or permanent.
You can design your own solution. It's both free and non-binding.
Sources: Danløn, Confederation of Danish Industry here and here, The professional house, Epinion, Retsinformation.dk here, here and here.
