Time tracking for education
teachers, support staff and monitors, without the hassle

Yes: they are employees of the school's owner. The exemption for civil servants applies to state schools, which are a different regime.

No: the full contracted working day is recorded, both teaching and non-teaching (staff meetings, tutorials, supervision duty). The record reflects the real start and end, and the collective agreement defines the internal structure.

Yes, and with extra care: a part-timer with no daily record amounts to a presumption of full-time work. It is the sector's greatest financial risk.

Within the day's clocked hours, they are working time. Irregular scheduling (the long Thursday, the short Friday) is reflected exactly as it happens, and the total balances over the month.

They are working time, from the start to the end of the activity. Any excess over the ordinary working day is counted and compensated under the collective agreement. Clocking in from the app works the same on the coach as at reception, and if the museum has no signal, the clock-in is saved and syncs by itself.

Not as a general rule (Spanish DPA, since 2023), and even less in an environment with minors. A PIN kiosk: same gesture, zero biometric data.

Set up in a minute, clocks in from day one, removed when finished. You only pay for the active time.

If they are two sites of the same owner, they clock in at each and the reports split the hours by centre. If they are two different employers, each keeps its own record: each school's system only documents its own employment relationship.

The actual working time that exists under the contract and collective agreement is recorded (intensive summer hours, on-site duty, course preparation). Holidays are not clocked, but the annual total under the education collective agreement balances with what was recorded during the year.

No: they record on their employer's system (the contractor). Your record covers your own employed staff. Watch the boundary: an outside contractor's monitor whom you effectively direct is a problem of illegal labour assignment, not of clocking in.

A digital record with traceability of changes, 4-year retention and remote access for the Labour Inspectorate, with fines per worker in the draft. The reception sheet does not make the cut.

As what it is: an extension of their contracted working day (or supplementary and overtime hours depending on their contract), clocked and compensated. What cannot happen is for the afternoons not to appear: that is exactly the pattern that turns a part-timer into a presumed full-timer.

July contracts: set up in minutes, they clock their camp hours (app or kiosk), removed in August. Summer activity is among the most heavily inspected in the sector: young workforces, short contracts and long days in the sun.

It is configured as its own period: the system counts those weeks against the intensive working day and the rest of the year against the ordinary one. The annual total under the collective agreement balances without manual adjustments.

As an absence due to a strike, with no clock-ins and the incident documented, neither working time nor an unjustified absence. A clean record of that day is the basis for the correct pay deduction and avoids later disputes in both directions.

Yes, representatives have a right of access, confirmed by the Supreme Court. With automatic reports, handing over the monthly one stops being a chore and becomes a single click.

From €1.20/employee/month (annual) or €1.50 (monthly), kiosk included, no lock-in. A 12-person academy: €14.40/month; a 45-person subsidised school: €54/month. The free 14-day trial gives you time to test it with the whole staff.