Timesheets that fill themselves in — and still add up on payday

For time-tracking purposes yes, but with conditions — and we built the system around those conditions. An employer has a legitimate interest in knowing when and on which site work was done; that is not the same as a right to follow a person continuously. So site tracking works as geofence events: what is recorded is that someone entered or left a site area, not their continuous location, and nothing is collected outside working hours. Employees must be told what is collected and why — we help prepare that notice and the internal-policy wording. Retention is configurable and access is role-based, so a site manager sees their own site and the bookkeeper sees the totals, rather than everyone seeing everything. And if you would rather not use geofencing at all, the same tracking runs from a card or a door terminal — the functionality stays, the location data never exists.

The system notices and resolves most cases without a human. If a clock-out is missing but the person has left the site area or the door has been locked, the system closes the shift at that event and flags the row for review. The employee gets a phone notification and can confirm the correction themselves; the manager sees every open or suspicious row in one view instead of scattered across messages. Manual corrections always stay in the log along with who made them and when, so a later dispute is settled from history rather than memory. In practice most forgetting disappears anyway, because clocking in and out is tied to opening the door — something people do regardless. There is no separate action left to forget.

It suits small companies particularly well, because that is exactly where nobody’s job is adding up hours. In a company of five to twenty people it is usually the manager or the owner doing it out of their evenings, which is the most expensive way possible. The setup is the same regardless of size: people, sites, projects and where the payroll file goes. A larger organisation adds roles, approval chains and deeper reporting, but the core workflow is identical. Because you pay per user, the monthly cost for a small team is small and the payback is simple arithmetic: if four hours of manual work and a couple of mis-counted hours disappear each month, the difference is already clear. Start with one team or one site and expand once the workflow is settled.

Yes. At the end of the month or pay period you get a finished file in the format your payroll software expects, or the data moves straight across via API where the software supports one. Connections exist for the common Estonian payroll and accounting packages; if yours is not on the list, we write the integration ourselves — that is routine custom-solutions work, done by the same team that builds the platform. The same dataset also feeds client invoicing, so the hours billed to the customer and the hours paid as wages come from one source rather than two spreadsheets that never quite agree. Before the first real pay period we run a test pass against your historical data, so you can compare the result with your existing method and confirm any difference is explainable.