This fault in time management can cost businesses, especially when working to tight deadlines, or working for a client that see’s standards slip.

Two or three minutes each start or stop time might seem silly, but it could be the result of two or three missed products, or one job halved. It’s more than the cost of tardiness (although that soon adds up!) it’s the safety of knowing who’s in and out.Īs well as the assurance that the output planned, matches the labour costs. Benefits of implementing a clocking in and out system 1. And therefore, clocking in and out does too. Everything from payroll, to holiday, TOIL, flexible working and more is all calculated by the number of hours an employee works.Įmployees may argue that it doesn’t matter how many hours they work, as long as the job is done – but that only counts for the people who work in offices without a production line or output based career.įor the millions of UK workers in factories, building sites, cleaning offices, cafes, restaurants and more – the amount an employer’s works DOES matter. Not clocking in and out has repercussions for a business. Here at Citadel, we believe the truth lies somewhere in the middle. Well, the subject is a complex one, with arguments on both sides.Įmployees say it’s a way for employers to track them unfairly, whereas employers say it’s a tool to help reduce admin time. It seems simple enough, clock in clock out, so why all the fuss? In this article, we’re going to look at the pros and cons of clocking in and out. With more and more businesses accepting and embracing flexible or work from home conditions, do we really still need to care when someone clocks on? Is the importance of clocking in and out as big as it once was?

Work clock in clock out