Time tracking for tech companies
comply with the law without killing your culture

Yes: the obligation applies to every employee on an employment contract in Spain, wherever they work. The remote work law reinforces it.

By recording exactly what the law asks for: start, end and breaks. One click in Chrome. Screenshots are not time recording, they are something else, and probably disproportionate.

They clock in their own reality; the system reconciles the agreed total (weekly or monthly). Flexibility is perfectly legal when documented, and indefensible when it is not.

Directors and working partners under a commercial arrangement, no. Everyone on an employment contract, yes, including your first employee.

With written criteria: availability is compensated according to your arrangement and actual intervention is clocked and counted as working time, two taps in the app at 3:00 and at 3:40. Without documented criteria, on-call is the sector's favorite hidden liability.

Yes, it is clocked, counted and compensated. And watch the 12-hour rest between shifts: a night intervention followed by a 9:00 daily breaks it. The record is what lets you see and manage it.

With the record: closed shifts and the absence of night or weekend clock-ins are the evidence. A disconnect policy without a record is a nice paragraph with no proof.

The app works from anywhere and the record has to be kept. The tax implications of international remote work are a separate topic for your advisor.

Genuine self-employed contractors, no, they are not staff. Be careful with the contractor who works just like another employee (fixed hours, company equipment, full integration): the problem would be misclassification, and the record the least of your adjustments.

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

Digital recording with traceability, 4-year retention and remote access for the Labour Inspectorate, which a digitally native company will find costs nothing to adopt and plenty to ignore: the fines in the draft are per employee.

Yes: Cleverfy has an official app in the ChatGPT app directory (all plans). You link your account and can clock in or ask about your hours from the chat; the clock-in lands in the same record, with its certain time and traceability, exactly as if it came from the app or the web. And without pasting employee data into a generic chat: access is controlled.

Those on an employment contract, yes, from day one. Formative internships have their own regime: define it with your advisor and document it. The junior who "puts in the hours" without appearing in any record is a classic of Inspectorate reports.

If they are company-organized activity, they are working time, from the start to the end of the program. The voluntary social part outside the program is not. Set the criteria before the event and record it accordingly: the ambiguity of a three-day offsite is 30 arguable hours per person.

Yes, it is a distribution of working time like any other: it is agreed, its schedule is configured and the record documents that it is met. In fact, without a record you cannot prove that your 4-day week is not hiding 5 days of actual work.

The Spanish record covers your Spanish employment staff. Personnel hired by a foreign EOR or under other legislation follow the rules of their country and formal employer, but if they in fact work integrated and directed from Spain, review the structure with your advisor before someone else does.

From €1.20/user/month (annual) or €1.50 (monthly), no lock-in, cancel with one click if it does not fit you (spoiler: the clock-in click is easier). A startup of 18: €21.60/month.