Product
Workforce management and time attendance system
Clock-in/out records, GPS-verified mobile check-in for field teams, leave and shift workflows, automatic timesheets and payroll preparation. Deployed in days; custom modules can be added on top.
What the system actually does
A time attendance system records when employees start and finish work, and turns those records into timesheets. The point is not only “who showed up” but making overtime, lateness and leave land correctly in the numbers.
Records can be created three ways: from a terminal or card reader on site, from a computer through the web interface, or from a phone with location verification. For field teams, construction sites and multi-location companies, the third is decisive.
Records become timesheets automatically: regular hours, overtime, lateness, short time, leave and sick days are calculated separately. Nothing is summed by hand at month end — which is where spreadsheet arithmetic errors normally happen.
Modules: timesheets, shift planning and leave management
All in one system, on a shared employee record. Modules you don’t need stay switched off.
Time attendance
Daily clock-in and clock-out records, lateness and early-leave detection, missing-record alerts, manual correction with an audit trail.
GPS verification
Location check on mobile check-in. Check-ins from outside the defined work area are flagged — designed for field and construction teams.
Leave management
Annual, personal, unpaid and sick leave types. Request–approval workflow, remaining balance calculation and a leave calendar.
Shift planning
Shift definitions, weekly plans, night shifts and weekly rest rules. Planned versus actual comparison.
Timesheets
Automatic monthly timesheets from the records: regular hours, overtime, missing days and leave, with Excel export.
Payroll preparation
Timesheet output prepared for payroll and handed to your accounting side.
Departments and permissions
Department tree, manager assignment and role-based permissions. Managers see only their own team.
Asset tracking
Phones, laptops, vehicles and equipment assigned to employees, with handover and return records.
Notifications
Leave requests, approvals, missing check-ins and reminders, plus manager summaries.
Multi-company
Several companies or branches in one deployment, with data kept separate.
Mobile (PWA)
No app store download needed; it is added to the phone’s home screen and behaves like an app.
Reports and export
Attendance, overtime and leave reports. All data exportable to Excel/CSV.
Spreadsheets versus a proper system
Spreadsheets look free; the cost appears at month end.
| Spreadsheet tracking | Attendance system | |
|---|---|---|
| Data entry | Manual, usually batched at month end | Live, created by the employee |
| Error risk | High — formula and copy errors go unnoticed | Low — rules defined once, applied consistently |
| Overtime calculation | Manual, open to dispute | Automatic, based on records |
| Leave balance | In a separate file, usually out of date | Live; employees see their own balance |
| History | File versions get confused | Change history retained |
| Field staff | Phone calls, unverifiable | Location-verified mobile check-in |
| Auditability | Who changed what is unknown | Record and correction trails kept |
| Monthly workload | Hours | Minutes |
Who uses it
The common factor: staff who are not always at the same desk.
- Construction and site work — teams across multiple sites, location-verified check-in.
- Security and cleaning companies — shift work at client locations.
- Logistics and field service — teams working at several points per day.
- Retail chains — shift and timesheet management per branch.
- Manufacturing — shift handover, overtime and weekly rest rules.
- Multi-branch service businesses — one central screen for all locations.
GPS tracking: where the legal line is
We treat this as a warning rather than a selling point: employee location is personal data under Turkish data protection law (KVKK) and the GDPR. Continuous background tracking exceeds the proportionality principle in most scenarios and creates legal exposure.
The system is therefore designed by default for location verification at check-in, not continuous tracking. It answers “was this person at the work site when they clocked in”, not “where are they all day”.
At deployment we also recommend: informing employees in writing about what is processed and why, not collecting location outside working hours, and defining a retention period. These clauses can be added to the deployment documentation on request.
- Proportionality: collect the minimum data needed for the purpose.
- Transparency: employees know what is collected.
- Limited retention: location records are not kept indefinitely.
- Working hours only: no location recorded outside shifts.
How deployment runs
Requirements call
How many employees, how many locations, which shift rules? We decide which modules to enable.
Setup and definitions
Company, department and shift definitions; employee list imported in bulk from Excel.
Pilot
The system runs with a small group. Rules are tested against real data and adjusted.
Rollout and training
Opened to all staff, with training for managers and HR.
Support
Question-and-answer support in the first months; development for rule changes and new needs.
Questions to ask any vendor
Ask these even if you don’t buy from us. Detailed version: workforce software guide.
- Can I export my data? If not, you have no exit from that system.
- What makes the price grow? Per employee or per module? What happens when the team doubles?
- Is hardware mandatory? Terminals are a significant cost; mobile check-in may make them unnecessary.
- Can my shift rules be modelled? Night shifts, weekly rest and public holidays.
- Can a manager see only their own team? Without permission separation, all HR data is open to everyone.
- How is data protection handled? Retention period for location data, and is there an information notice?
Decision
How should check-ins be captured? Four methods
The capture method determines both cost and whether the system actually gets used. Choosing wrong is the most expensive mistake.
| Method | Hardware | Best for | Weakness |
|---|---|---|---|
| Mobile + location check | None | Field, construction, multi-site, service teams | Needs a policy for using personal phones |
| Web interface | None | Desk-based staff, offices | Without location checks, anyone can check in for anyone |
| Card / PIN terminal | Required | Single-entrance factories and offices | Cards get forgotten and lent; device failure stops recording |
| Fingerprint / face recognition | — | Cannot be used for attendance (TR) | KVKK 2026/921: unlawful even with explicit consent (OG 02.06.2026) |
⚠️ In Türkiye, biometric attendance tracking has been unlawful since 2 June 2026 (KVKK principle decision 2026/921) and consent does not change that. Existing fingerprint readers can usually be switched to card or PIN mode. Details: workforce software guide.
Scenarios
How deployment differs by sector
Same software, different rules. The real work of deployment is making the rules explicit.
Construction and site work
Multiple sites, constantly changing crews. Key points: a separate location zone per site and separate tracking for subcontractor staff. Where coverage is poor, offline capture is essential.
Security and cleaning
Staff work at client locations. Shift handover, night-shift multipliers and per-client timesheet reports matter most — invoicing depends on those reports.
Logistics and field service
Several jobs per day at different points. Job start/finish logic with per-task duration gives better results than simple clock-in/out.
Manufacturing
Shift handover must be seamless; overtime, weekly rest and public holiday multipliers must be explicit. Timesheets feed payroll directly, so a rule error is costly.
Retail chains
Per-branch shift plans with central oversight. A branch manager must see only their own team — permission separation is mandatory here.
Office / service business
With flexible hours or remote work, daily/weekly total-hours logic fits better than strict clock-in/out.
Preparation
Eight questions to answer before deployment
These answers already exist today — inside someone’s head. Moving to a system forces them into writing, and that is the real gain.
- After how many minutes does overtime start? Is there rounding, and in which direction?
- What is the lateness tolerance? Is it applied equally to everyone?
- Weekly rest and public holidays — which multipliers apply?
- Night shift — which hours count, and how is it paid?
- Who can correct a missed check-in? Is the correction logged?
- Who approves leave? How does delegation work when they are away?
- Annual leave balance — when does it roll over, and is there a carry-over cap?
- Which manager sees whose data? How will the department tree be structured?
Integration
How it talks to your other systems
If the system runs as an island, you end up moving data by hand at month end — and manual transfer takes back the time the system saved.
The most common connections: timesheet export to payroll/accounting, employee record sync with an HR system, and links to existing card readers. Where the other software offers data exchange, we integrate directly; otherwise file-based transfer (Excel/CSV) is set up.
One question decides the design: at month end, which file goes to whom, in what format? A clear answer makes the integration clear.
- Payroll / accounting: monthly timesheet output in the format your payroll software expects.
- HR / employee records: hires, leavers, department and title changes managed in one place.
- Existing attendance devices: keep your card readers instead of replacing them.
- Email / notifications: pending leave approvals and missing-record alerts.
Warning
The six most common mistakes in these projects
None of these come from the software; all come from deployment. We have seen every one of them.
- Starting before rules are explicit. A system cannot produce an undefined rule; ambiguity turns into an argument at month end.
- Rolling out to everyone at once. Piloting with a small group against real data catches rule errors cheaply.
- Not showing employees their own data. Staff who can see their remaining leave and accrued overtime don’t resist the system; those who can’t, do.
- Skipping permission separation. All HR data visible to everyone is both a trust and a data protection problem.
- Forgetting the information notice. If location and working-time data are processed, employees must be informed in writing.
- Skipping training. An unused system is an unbought system. A short session for managers and HR is enough — but it is essential.
Frequently asked questions
Do we have to buy terminals or fingerprint readers?
No. The system runs on web and mobile, and location-verified phone check-in is enough for most companies. At a single high-traffic factory gate a terminal can be more practical, in which case we evaluate integration with your existing devices. Hardware is the biggest driver of upfront cost — don’t buy it unless you need it.
Do employees have to install an app?
Not necessarily. The system works as a PWA: opened in a browser and added to the home screen, behaving like an app. No App Store or Google Play download is required and updates arrive automatically.
What happens if someone checks in from elsewhere?
The record is created but flagged as out of area. The system flags rather than blocks, because there are legitimate reasons (client visits, callouts). Managers see flagged records and can ask for an explanation. Hard blocking is also configurable.
How is overtime calculated?
Actual worked time is compared against the shift definition; the excess is counted as overtime. Weekly rest and public holiday work can be separated with different multipliers. Rules are defined once and applied identically every month, removing person-by-person interpretation.
How does the leave process work?
The employee submits a request from mobile, the manager is notified, and approval or rejection is recorded. Approved leave flows automatically into the timesheet and balance. Employees see their own remaining days — removing one of HR’s most frequent questions.
Can we export our data?
Yes. Employee lists, attendance records, timesheets and leave data export to Excel/CSV. We state this deliberately: entering a system without data portability makes leaving it nearly impossible later.
Does it integrate with our accounting software?
Timesheet output can be exported in a payroll-ready format. If your accounting or ERP system supports data exchange, direct integration can be developed as an additional scope item.
How many employees does it support?
From small teams to organisations with hundreds of staff; in the multi-company architecture each company’s data stays separate. As headcount grows, the limiting factor is rarely the software — it is how clearly your shift and overtime rules are defined.
What does it cost?
Pricing follows headcount and the modules enabled; we don’t publish a fixed list. In a short call we determine both and give a firm number. Our pricing approach is explained on the pricing page.
Can it run on our own servers?
Yes. The standard deployment runs on servers we manage, including maintenance, backups and updates. If your policy requires on-premise hosting we deploy there, and the contract defines who is responsible for backups and updates.
Can you migrate our existing employee data?
Yes. Employee lists are imported in bulk from Excel. Historical timesheet data can also be migrated if it is in a usable format; we always run a small sample migration first.
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Pages people read alongside this one
Workforce software guide
What time attendance software does, where GPS monitoring is lawful, how timesheets differ from payroll, and which contract clauses become traps.
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ERP, marketplace, shipping and payment links
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Tell us your headcount and how you work; we’ll define the modules and the deployment timeline together. Demos are free.