Time tracking in cleaning
clock in where the client is

Yes, they are the most important case: without a daily record, their part-time contract is presumed to be full-time (art. 12.4 ET, applied in 2026), with the difference in salary and social security contributions on you.

With their phone: app with location recorded at the moment of clock-in. The client does not have to plug in a single thing.

It is the general practice if there is an alternative (a kiosk on your premises) and it involves no cost to the worker. Many agreements and collective agreements provide for it, and offering the dual path removes the discussion. Linking could not be simpler: the worker scans a QR code from their profile and their phone is paired, with no username or password to type.

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

It depends on your provincial collective agreement and how you organise the routes, the non-negotiable part is setting the criterion in writing and applying it uniformly. Trips within the working day between consecutive services ordered by the company point towards working time, check it with your advisor.

Part-time contracts generate supplementary hours, which require a prior written agreement and have legal limits. Doing them de facto and paying them informally is a double infringement, the most expensive mistake of the sector after not recording at all.

A report by workplace with the real clock-ins, the same document serves both for invoicing and for the Labour Inspectorate.

They can contractually require justification of service hours (a per-site report), the working-time record as such is your own labour documentation, with personal data: hand over the service report, not the worker file.

You import the staff, they are onboarded in minutes and clock in from the first day. Keep the paper record inherited from the previous provider, but start clean.

Not as a general rule: the AEPD has restricted workplace biometrics since 2023, and besides the site is not yours. App with clock-in geolocation or a PIN kiosk on your premises.

A digital record with change traceability, 4-year retention and remote access for the Labour Inspectorate, with fines per worker (up to €10,000 in the draft). Sign-in sheets in doorways are definitively out of the game.

Yes: they clock in just like cleaning staff, app with location at the moment, one clock-in per service. Each intervention is assigned to its site and the reports split the hours on their own.

Each employer records its own employment relationship: you document your hours, the other records theirs. Your exact record is also your protection, it proves which working day is yours if one day there is a dispute over limits or incompatibilities.

Coordinators see the clock-ins in real time with their associated location: the 6:00 service clocked at 6:02 at the right site. Odd patterns (bulk clock-ins, locations that do not add up) are detected on the dashboard, not in a claim.

Just like any working day, with the app and its location at the moment, and with the premium or compensation set by your collective agreement, calculated on clocked hours. Precisely on weekends, when there is no one else at the site, the clock-in with a certain time and place is the only proof that the service was provided.

If going through the warehouse is mandatory, that time points towards working time, the exact criterion depends on your collective agreement and organisation. Decide it in writing and let the clock-in reflect it (clocking in at the warehouse vs at the first site): uniformity is the defence.

From €1.20/worker/month (annual) or €1.50 (monthly), all included, no lock-in. You pay only per active worker, the system breathes with your contracts.