Hours, shifts and clockings. Without scoring the people.
The problem
Time and attendance is one of the few business systems that touches every employee every day, which is why a small defect turns into a large problem quickly: the timesheet that does not add up, the leave asked for verbally and forgotten, the shift changed on a spreadsheet somebody never received.
The real cost is not the time spent clocking in. It is the time somebody in administration spends reconstructing the month by hand before sending the data to payroll, and the argument that follows with whoever disagrees.
How it works
People clock with a card, a smartphone or a terminal, on site or away from it. The terminals work without a network and synchronise when it returns.
The software calculates balances, overtime, time banking, holidays and leave according to your collective agreement — the long part of the configuration, and the part where improvising does not pay.
Requests follow a workflow: the employee asks, the manager approves, the calendar updates, and there is a record of who decided what and when. It settles more arguments than any other single feature.
The data goes out to payroll. Export to the main Italian payroll packages — Zucchetti, TeamSystem, Inaz — is a standard function. Format and frequency are agreed with whoever runs payroll: they almost always set the terms, not us.
The same card as everything else
The person clocking in is the person coming through the gate and taking equipment from the smart locker. One record, one moment at which somebody joins the company or leaves it.
⚠️ The principle we hold to, and it is a board resolution
Artificial intelligence proposes, explains, prioritises and predicts; it does not decide on pay, discipline, promotion, dismissal or access. That is a resolution of our board, not a slogan, and it has a practical consequence here: we do not do individual employee scoring, and our systems do not apply artificial intelligence to individual attendance data.
Who it’s for
Companies running shifts, where planning matters more than clocking. Offices, where the leave workflow is the point. Sites and remote locations, where people clock in away from headquarters. Public bodies, where traceability and documented retention matter.
Related regulation
| Rule | When | Why it matters here |
|---|---|---|
| Italian Workers’ Statute, art. 4 | in force | Recording attendance to manage the employment relationship is lawful. Using the same data to monitor performance remotely is not, unless agreed with employee representatives or authorised, and then only for organisational, production or safety purposes |
| GDPR | in force | The customer is the data controller. Retention is configurable: we recommend twelve months beyond the current year, and the defaults are the shortest — extending them is a decision, shortening them is not |
| AI Act — Regulation (EU) 2024/1689, Annex III | 2 December 2027 | Covers AI systems used for decisions about workers. Software that records clockings and calculates balances does not fall under it. The Article 4 training obligation applies to anyone using AI systems regardless |
| Italian Legislative Decree 96/2026 — pay transparency | in force since 7 June 2026 | Information duties on pay and, above 100 employees, periodic reporting of pay gaps. Attendance data is one of the ingredients of that calculation |
Questions we get asked
Can my employer see what time I arrive and leave?
Yes, for the purposes of managing the employment relationship: that is what attendance recording is for. They cannot use the same data for remote monitoring of work activity, which Article 4 of the Italian Workers’ Statute allows only with a union agreement or authorisation, and then for organisational, production or safety purposes — not to supervise performance.
Does your software integrate with Zucchetti, TeamSystem or Inaz?
Yes, export to the main Italian payroll packages is a standard function, and integration with corporate directories is available. Format and frequency are agreed with whoever runs payroll.
Can I use a smartphone instead of a card?
Yes, over NFC or Bluetooth. It works well and has a practical advantage: people forget a phone at home less often than a card. Two limits to plan for: the phone has to be charged, and in some workplaces the use of a personal device for work has to be agreed.
Do you use AI on our employees’ data?
No. It is a board resolution: we do not do individual employee scoring, and our systems do not apply artificial intelligence to individual attendance data.
How long do you keep the data?
Retention is configurable and decided by the data controller, which is the customer. What we recommend: twelve months for attendance data beyond the current year, and the statutory retention for whatever feeds payroll.
Are there incentives for the purchase?
Yes, in Italy. Enhanced depreciation of up to 180% on capital goods applies from 1 January 2026 to 30 September 2028, up to a ceiling of 2.5 million euros, under Law 199/2025 and the implementing decree of 7 May 2026. It covers assets interconnected with the company information system — a condition an attendance system meets when it is integrated with the ERP.
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