Time tracking

Recording work time, weekly summaries, work schedules, and ArG compliance checks.

Time tracking records what people actually worked and checks it against Swiss labour law as it goes — so a break violation surfaces in the week it happened, not in an inspection.

Recording time

Employees record time in the portal, in the iOS app, or on the dashboard time-tracking page. An entry is a work block — start, end, and the breaks within it — rather than a bare hour count, because the ArG rules are about the shape of the day, not just its length.

Concept	What it is
Work block	A contiguous stretch of work with its breaks.
Day summary	Total worked, total break, and the compliance verdict for the day.
Weekly summary	Per-day totals, the week’s total, and the ArG weekly check.
Personal stats	Running balances the employee sees for themselves.

Work schedules and Soll hours

A schedule template defines the expected working pattern — which days, how many hours, the shift window. Applied to an employee, it produces the Soll (target) hours their actual time is measured against. Whether a person stamps actual times or works a prefilled plan — and which template that plan uses — is usually inherited from their staff group rather than set per person.

This is what makes a balance meaningful. Without a schedule, “42 hours this week” is a number; with one, it is either on plan or two hours over.

Schedules also drive absence duration: a half-day of leave for someone on a 60% Pensum is not the same number of hours as for a full-timer, so the duration is derived from the schedule rather than assumed.

Annualised working time

Some Swiss employment models budget hours over a year rather than a week (Jahresarbeitszeit) — common in schools, where term time and holidays have different loads. The platform supports this alongside the weekly model: the balance is tracked against an annual target with the weekly ArG maxima still enforced on each individual week.

ArG compliance checks

Three checks run over recorded time. They are computed from the actual entries, not self-declared.

Art. 15 — mandatory breaks

Day length	Required break
over 5.5 hours	15 minutes
over 7 hours	30 minutes
over 9 hours	60 minutes

The check reports the shortfall, so the correction is obvious.

Art. 9 — maximum weekly hours

Industry category	Maximum
Industrial	45 h
Non-industrial	50 h
Other	50 h

The category sits on the employee record (defaulting to OTHER), so the right limit is applied without anyone choosing it per week — and an organization employing people in more than one category gets each right.

Art. 12 — annual overtime cap

Industry category	Maximum overtime per calendar year
Industrial	170 h
Other	140 h

Tracked as a running total with the remaining allowance shown, so you can act before the cap rather than after it.

Violations are surfaced with a severity — a warning when a threshold is approaching, a violation when it has been crossed — and each carries a message explaining which article applies.

These checks are a compliance aid, not a legal opinion. Sector collective agreements (GAV/CCT) can impose stricter limits than the statutory ones; configure your own limits where they are tighter.

Who sees whose time

Employees see their own. Managers see their direct reports, resolved through the org graph. HR sees everyone. The same scoping applies in the API, not only in the UI.

Corrections

Past entries can be corrected. Corrections are audited with the previous and new values, because a time record is the basis for pay and for an overtime balance — a silent edit would be a change to someone’s money.