In France, companies are legally required to track and record the working hours of their employees. Employers must be able to justify work hours to authorities and allow employees to access their own time records at any time. However, the law does not require a specific tracking method. Employers can choose between paper logs, physical time clocks, software tools, or mobile apps. The key requirement is to ensure accuracy and transparency.
Yes, tracking employee hours is mandatory, but the method used is up to the employer. Historically, companies used paper time sheets to track hours worked. With the introduction of punch clocks, it became easier to record arrivals and departures.
Modern solutions include digital time clocks and mobile time tracking apps, which automate data collection and improve accuracy. These technologies emerged to simplify tracking when regulations like the 35-hour workweek and RTT days were introduced.
All employees are covered, regardless of contract type (full-time, part-time, fixed-term, etc.). Employers must track actual working hours and respect employee rights regarding data collection and privacy.
With the 35-hour workweek and related regulations, companies had to adopt more precise systems. Digital and mobile time tracking solutions became essential, ensuring compliance while making time tracking more flexible for employees.
Companies are also required to know who is present on-site at any given time. This is part of workplace safety regulations. However, any access control system (including time clocks) must comply with GDPR and CNIL guidelines to protect employee rights.
To assist businesses, CNIL provides a free guide explaining legal obligations and helping companies choose compliant time tracking solutions.
Since May 25, 2018, GDPR has required companies to protect employee data collected through time tracking systems. Employees have the right to know what data is collected, how it is used, and who can access it.
For digital time clocks, this usually includes:
The data can only be accessed by authorised personnel (usually HR) and must not be used to monitor employee movements within the workplace.
The employer is legally responsible for ensuring accurate time tracking. However, the employer can delegate this responsibility to qualified employees, usually in the HR or payroll department.
These staff members are responsible for:
Before introducing a new time tracking system, employee representatives (such as the CSE) must be consulted. This ensures the system:
The employer must also inform all employees about the system before it is implemented. Employees cannot refuse to use a legal time tracking system unless it violates GDPR or involves biometric tracking (which is illegal unless required for high-security areas).
While some employees see time tracking as intrusive, the law actually protects them. Accurate time records ensure:
Travel time to client locations counts as working time and must be recorded appropriately. Employees should clock in before leaving the company premises.
