The record the law asks for, kept as the shifts happen.
Most small employers keep their working-hours record on a pad by the door and rewrite it the week somebody asks for it. That version is a reconstruction, and everyone involved knows it.
What the act actually asks for.
Not “keep some notes”. The section names two acceptable layouts, how long the record has to survive, and who may demand to see it.
Two layouts, either is valid.
Regular hours plus additional, overtime, emergency and Sunday work, with the compensation paid for them. Or all hours worked, with overtime and Sunday work separated, plus the increment parts. You pick one; you do not get to invent a third.
It has to outlive the argument.
While the employment lasts: the current year and the two before it. After it ends: two years from the end. That is the window in which a claim can still be brought, which is the whole reason the record exists.
Three people can ask for it.
The employee may demand a written statement of their own entries. The labour inspector may require the record. So may the shop steward. A pad that lives in a drawer answers none of them quickly.
Four things, none of them a spreadsheet.
A code on the wall, not an app.
Staff clock in and out with their own phone and the camera they already have. Nothing to install, no shared PIN, no account for a summer worker. The code on the screen rotates, so a photo of yesterday’s does not open today.
Publishing the rota freezes a version.
Build next week, publish, and every phone reads the published release rather than your draft. Change it afterwards and the change is visible as a change, which is the difference between a rota and a rumour.
The classification runs in the act’s order.
Day first: over eight hours is daily overtime. Then the week: what is left over forty is weekly overtime. Then the contract. The order is the act’s own, and any other order counts the same hour twice.
The contract fills the register.
Draft an employment contract from the answers, sign it electronically, and the employee register fills itself from what the contract already said. The start date only gets typed once.
This is what comes out.
Per person, per day, per period. In Finnish, laid out to print, ready to hand to whoever asked.
Työaikakirjanpito
vko 34 · 2026Overtime carries its band, not just a number: the first two hours of a daily overtime at 50%, the rest above it.
Evening and Sunday are shown separately because they carry different increments. A single total would let payroll pay one of them and miss the other.
A missing input is asked for, never assumed. With no weekly contracted hours the row says so instead of printing a zero somebody would pay against.
The act names hours AND money. This is the hours.
Both layouts the act permits include the compensation paid. That is calculated in payroll, not here, and the document says so on its own face rather than leaving you to find out.
The engine computes the act’s general rule. It never applies a collective agreement on your behalf. A TES can move almost any line, so the employee’s TES is printed beside the totals and the document says the rule was not applied.
Weekly rest (35 hours, 27 §) is not checked and emergency work is not separated out. Both need facts we do not hold, and a record that raised false alarms would be worse than one that stays quiet about what it cannot see.
What it does do: keep the hours half continuously, classify it the way the act defines, and hand it over in the language of the business. The staff module is included from Business Pro; Business Max removes the limit on clock-in points.
Before you put a code on the wall.
Do staff have to install anything?
No. They point the phone camera at the code on the wall and confirm. It runs in the browser, so there is no app store, no login for a two-week summer worker, and nothing to reinstall when somebody changes phone.
Can somebody clock in from home?
The code is shown on your screen and rotates, so a screenshot from yesterday opens nothing today. We chose that over GPS deliberately: location is weak evidence and it tracks people all day, while a code on your wall is strong evidence and tracks nothing.
What if somebody forgets to clock out?
You fix the entry. The correction is recorded as a correction rather than replacing the original quietly, which is what makes the record worth anything if it is ever questioned.
Does this calculate wages?
No. Hours here, money in payroll. Saying otherwise would be the easiest sale on this page and the one that would cost somebody a filing.
Which plan includes it?
Business Pro and up. Business Pro covers one clock-in point, which is one door or one counter. Business Max removes that limit, for a second site or a chain.
Stop rewriting the pad the week somebody asks.
Start free and add the code to the wall when you are ready. Nothing about the first receipt changes.