Time tracking for hospitality
comply with the law without disrupting your service

Yes. The obligation applies from the very first employee, whatever the size of the business. With 2 employees, complying costs 2.40 €/month; the minimum fine is 751 €.

Each stretch with its own clock-in and clock-out (four entries a day). A daily total with no stretches does not reflect the real workday and loses its value as evidence.

Not as a general rule: the AEPD has considered it disproportionate since 2023 and GDPR penalties run into the millions. A PIN kiosk gives you the same result without the risk (details here: /blog/fichaje-biometrico-huella-dactilar-prohibido/).

It must be recorded as overtime and either offset or paid. With automatic tracking it is documented; without it, it counts as claimable working time, and the burden of proof is on you.

Yes, from the first day of the contract. In Cleverfy you add someone in a minute and remove them just as fast, you pay only for active employees.

The record shows it: if last night's clock-out and today's clock-in are less than 12 hours apart, there is a breach. Set up the roster so whoever closes does not open, it is the trending claim in the sector.

The clean-up and closing time once the venue is shut to the public is working time and gets recorded. Tips are remuneration, not working time, so they do not affect the record.

Require it in writing and document every warning: repeatedly refusing to clock in can be grounds for a fair dismissal (/blog/negarse-fichar-despido-procedente-geolocalizacion/), but you need the traceability of the warnings. Cleverfy logs the automatic reminders.

No: it records sales transactions, not compliant workdays (stretches, employee access, 4-year retention, traceability). It can corroborate, not replace.

Mandatory digital record (goodbye paper), traceability of every correction, remote access for the Labour Inspectorate and fines per worker, up to 10,000 € under the draft. Full guide to the Royal Decree.

Yes: each venue with its own kiosk and shifts, reports per work centre and a consolidated view for you.

Add them in a minute, they clock their event workday on the kiosk or their mobile, and you remove them afterwards. You pay only for the active time, and that one-off workday is documented just as well as a permanent employee's. The "extra" paid off the books without clocking in is one of the easiest breaches to uncover in a weekend inspection.

The app saves the clock-in with its real time and syncs it automatically once the connection is back. The record reflects when someone clocked in, not when it synced.

Yes, if your hospitality collective agreement allows it and you document it: Saturday's excess is offset with weekday rest, all recorded. How to set up a legal hours bank (/blog/bolsa-de-horas-que-es-como-funciona/); the key is that it comes from the record, not from the manager's memory.

If the uniform is mandatory and must be put on at the venue, courts have been treating that time as working time, and those are daily minutes that add up. Settle the criterion with your advisor according to your collective agreement and reflect it in how people clock in (before or after changing), a single rule for everyone.

With Cleverfy, from 1.20 €/employee/month (annual) or 1.50 € (monthly), kiosk included and no lock-in. Free 14-day trial (/prueba-gratis/), enough time to test it over two full weekends with the real team.