Everhour supports team time tracking workflows, while Czechia requires precise working-time records for each employee.
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Use this page to plan the employee time records a Czech employer needs for a normal workweek, overtime review, and payroll handoff. Czech Labour Code Section 96 requires per-employee records that show the beginning and end of worked shifts, overtime work, night work, work performed during on-call time, and on-call time held.
A useful record does more than total weekly hours. It shows who worked, which date the work belongs to, the start and end time, the break pattern, and any category that changes pay or legal review. Employees must also be able, on request, to inspect working-time records and wage accounts and obtain extracts or copies at the employer's expense.
Start with one line per employee shift. Record the date, employee, start time, end time, unpaid break, paid working time, work category, project or department, and manager approval. Czechia's standard weekly working time is 40 hours, with reduced statutory limits of 37.5 hours for underground mining and multi-shift or continuous operations and 38.75 hours for two-shift operations.
Break handling needs the same discipline as clock time. Employers must provide a meal and rest break of at least 30 minutes after no more than 6 hours of continuous work, or after no more than 4.5 hours for juvenile employees. A clean app separates unpaid breaks from worked time so payroll review does not rely on memory.
Czech overtime records need both weekly and yearly controls. Employer-ordered overtime is permitted only exceptionally for serious operational reasons and may not exceed 8 hours in any individual week or 150 hours in a calendar year for an employee. Total overtime may not average more than 8 hours per week over a balancing period of up to 26 consecutive weeks, or up to 52 consecutive weeks if a collective agreement sets that period.
Compensation also needs a visible decision. For overtime, employees are entitled to earned wages plus a premium of at least 25% of average earnings unless the employer and employee agree to compensatory time off for the overtime worked. A reliable record marks overtime separately from ordinary hours, then keeps the approval or time-off agreement attached to the period.
A one-off weekly total is enough for a quick check, a missing timesheet cleanup, or a small team that only needs to confirm start and end times. It stops being enough once managers need approvals, corrections, repeat payroll review, project billing, or proof that submitted time stayed unchanged after approval.
A managed workflow gives each team a system of record. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. That structure helps managers keep Czech working-time records separate from broader monitoring, which Czech Labour Code Section 316 restricts unless a serious reason and direct notice exist.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes. Czech Labour Code Section 96 requires employers to keep per-employee records showing the beginning and end of worked shifts, overtime work, night work, work performed during on-call time, and on-call time held. A weekly total alone does not satisfy that recordkeeping structure because the required record includes start and end times.
Separate ordinary shift time, overtime work, night work, work during on-call time, and on-call time held. Those labels matter because they support payroll review, overtime limits, employee access requests, and manager approval. A project or department label is useful for internal reporting, but it does not replace the statutory working-time categories.
The record should show the shift span and the break separately. Czech employers must provide a meal and rest break of at least 30 minutes after no more than 6 hours of continuous work, or after no more than 4.5 hours for juvenile employees. Treating the whole clock span as worked time creates avoidable payroll cleanup.
Approval timing belongs in the employer's workflow, but the legal limits still need review against the worked period. Employer-ordered overtime may not exceed 8 hours in any individual week or 150 hours in a calendar year for an employee. Total overtime also has an average cap over the applicable balancing period.
Identifiable employee time records are personal-data processing under GDPR principles, including lawfulness, transparency, purpose limitation, data minimisation, storage limitation, and security. Czech Act No. 110/2019 applies GDPR-based processing rules in Czechia. Basic time entry is different from surveillance, call recording, email checks, or mail checks, which Czech Labour Code Section 316 separately restricts.
Everhour Team Management lets admins set lock rules, correct time for team members, define personal tracking limits, manage weekly capacity, and route timesheets through approval. Those controls help managers review submitted time before payroll or billing and protect approved periods from casual edits.
Everhour supports roles, project assignments, team groups, and team-wide policy defaults. Managers can group employees for department-level review, assign access by project, and keep approval responsibilities clear without turning every time record into a broad employee monitoring program.
Set clear time policies, approve submitted hours, lock reviewed periods, and manage team capacity in Everhour so Czech employee time records stay ready for payroll and billing.
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