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OVERVIEW
Price $6/user/month $6/user/month $7.20/user/month $7/user/month $7/user/month $9.99/user/month $6/user/month $9.99/user/month $150/licence/year $60/licence (lifetime)
Free trial 7 days 7 days No 14 days 14 days 14 days 30 days 7 days Yes 30 days
Ease of use Very easy Difficult Very easy Easy Easy Very easy Very easy Very easy Very difficult Easy
TRACKING METHODS
Unlimited (tracker working 24/7)
Fixed (defined working hours)
Automatic (when computer is connected to a specified network)
Manual (start/stop)
Project based (track time only on projects)
GENERAL MONITORING FEATURES
Stealth mode
App and website usage
Real-time monitoring
Offline time tracking
Attendance
Activity levels
Keylogger
Geolocation
Remote desktop control
Website/activity blocking
SCREENSHOTS AND RECORDING
Screenshots
Screenshots on demand
Screen recording
PRODUCTIVITY FEATURES
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Mobile app iOS, Android iOS, Android iOS, Android iOS, Android iOS, Android Android
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OVERVIEW
Price(per month)Available upon requestFrom $2 per userAvailable upon requestFrom $6.40 per user+$16Free for up to 75 usersFrom $2.50 per userBasic plan:$30 for 5 users+$5 per additional userFrom $1.50 per employeeFrom $4 per user+$8From $2.20 per user$5.99 per user per month
Free trial30 days14 daysYes14 days14 days14 days30 days30 days,no credit card required
Ease of useDifficultEasyDifficultVery easyEasyEasyDifficultVery easyEasyEasyEasy
FEATURES
Timecard management
Scheduling
Shift Trading
Timesheets
Break time management
Real-time tracking
PTO Management
Payroll
Invoicing
Client billing
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Clock out reminders
Alerts
Manual time
PUNCH-IN METHODS
Web app
Mobile app
Time clock device
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Facial recognition
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Group punch-in
REPORTING
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Time rounding
MANAGEMENT
Permissions
Manager approvals
Add time for others
Integrations
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Web
Android app
iOS app
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Windows desktop app
Linux desktop app
OTHER
SupportPhone and onlinePhone and onlinePhone,chat and onlinePhone and chatEmail and onlineChat and phonePhone,email,chat and onlinePhone and onlinePhone,email,chat and onlinePhone and onlineOnline chat and video support in English,French,and Spanish
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Community forum
API

Last week, on September 13th, the German Federal Labor Court handed down a decision that German employers have the duty to record their employees' working hours. This decision shouldn’t come as a surprise, given that it’s completely in line with a ruling that the European Court of Justice (ECJ) made three years ago. 

In existing German law, employers must track working hours that exceed eight hours per day, or are on public holidays and Sundays. However, as it stands, many employers don’t comply with these standards, since the risk of being audited by the authorities is low.

With the new decision, German employers will be required to track working hours more broadly. In short, employers must implement a comprehensive working time recording system.

The German government hasn’t yet weighed in on the decision of the court about whether there will be new regulations which will minimize the burdens and clarify requirements for employers. At the moment, only a press release of the ruling has been published. 

While some employers may immediately implement time tracking software following the decision, others may choose to wait for more details before doing so.

Here’s what you should consider while awaiting further word on new regulations:

  • According to the court, the obligation to record working hours applies with immediate effect (technically speaking, this has always applied).
  • Employers who already have a time recording procedure in place might not need to implement any changes.
  • If the Federal Labor Court adopts the ECJ’s approach in full, employers in Germany will need to keep track of daily and weekly working time, including rest periods and breaks.
  • Exact requirements when it comes to the type and manner of time tracking aren’t known yet, and we can assume that they’ll differ depending on the size and type of companies.

Next Steps

As full details of the decision remain to be seen, there isn't any concrete information on whether time can be tracked manually or automatically, or if the companies will need to use software or not.

However, for employers eager to stay ahead of the curve, the simplest solution to this issue is adopting software that can track time and attendance in an automated way. 

Not only will this remove the potential headache of implementing a new tool in a hurry when a final government ruling comes down, it will also eliminate human error in the meantime. Your employees won’t have to log their hours manually, and you’ll be able to keep your records clean. 

What Does This Mean for Other Countries?

Could this new decision in Germany trigger a cascade of similar laws in other countries? 

Time will tell.

But given the continued evolution of labor laws around the world, there’s every chance other countries will follow suit. Especially Germany’s fellow countries in the EU.

So, for any forward-looking companies around the world, adopting an employee time tracking software now may be an expedient way to preempt scrambled mandatory adoption in future.

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Time Tracking

NEWS: Employers in Germany Must Now Record Working Hours

Written by
Bojana Djordjevic
Published on
September 20, 2022

Last week, on September 13th, the German Federal Labor Court handed down a decision that German employers have the duty to record their employees' working hours. This decision shouldn’t come as a surprise, given that it’s completely in line with a ruling that the European Court of Justice (ECJ) made three years ago. 

In existing German law, employers must track working hours that exceed eight hours per day, or are on public holidays and Sundays. However, as it stands, many employers don’t comply with these standards, since the risk of being audited by the authorities is low.

With the new decision, German employers will be required to track working hours more broadly. In short, employers must implement a comprehensive working time recording system.

The German government hasn’t yet weighed in on the decision of the court about whether there will be new regulations which will minimize the burdens and clarify requirements for employers. At the moment, only a press release of the ruling has been published. 

While some employers may immediately implement time tracking software following the decision, others may choose to wait for more details before doing so.

Here’s what you should consider while awaiting further word on new regulations:

  • According to the court, the obligation to record working hours applies with immediate effect (technically speaking, this has always applied).
  • Employers who already have a time recording procedure in place might not need to implement any changes.
  • If the Federal Labor Court adopts the ECJ’s approach in full, employers in Germany will need to keep track of daily and weekly working time, including rest periods and breaks.
  • Exact requirements when it comes to the type and manner of time tracking aren’t known yet, and we can assume that they’ll differ depending on the size and type of companies.

Next Steps

As full details of the decision remain to be seen, there isn't any concrete information on whether time can be tracked manually or automatically, or if the companies will need to use software or not.

However, for employers eager to stay ahead of the curve, the simplest solution to this issue is adopting software that can track time and attendance in an automated way. 

Not only will this remove the potential headache of implementing a new tool in a hurry when a final government ruling comes down, it will also eliminate human error in the meantime. Your employees won’t have to log their hours manually, and you’ll be able to keep your records clean. 

What Does This Mean for Other Countries?

Could this new decision in Germany trigger a cascade of similar laws in other countries? 

Time will tell.

But given the continued evolution of labor laws around the world, there’s every chance other countries will follow suit. Especially Germany’s fellow countries in the EU.

So, for any forward-looking companies around the world, adopting an employee time tracking software now may be an expedient way to preempt scrambled mandatory adoption in future.