Everhour tracks task and project hours, while Polish employers need records that support Labour Code pay and benefit calculations.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Polish employee time tracking is for more than attendance. Polish Labour Code art. 149 requires employers to keep employee working-time records for correct wage and work-related benefit calculation and to provide those records to the employee on request. The app you choose should make the payroll record easier to prove, not just produce a weekly total.
The practical goal is a daily record that connects hours to people, dates, work performed, approvals, and pay treatment. For Poland, that includes attention to the general norm of no more than 8 hours per day and an average 40-hour five-day week over a settlement period not exceeding 4 months, subject to listed exceptions.
A clean employee time record separates regular work, overtime, leave-related absences, corrections, and manager approvals. The record should show the employee, date, worked time, project or cost center when relevant, and the reason for later edits. Payroll reviewers need the final approved version, plus enough history to explain why a number changed.
Overtime review needs its own structure. Polish rules include an average 48-hour weekly cap including overtime in the adopted settlement period, except for employees managing the workplace on the employer's behalf. Overtime due to the employer's special needs is capped at 150 hours per employee per calendar year unless a collective agreement, work regulations, or employment contract sets a different annual number where applicable.
Poland has categories where hours worked are not recorded. For employees on task-based working time, employees managing the workplace on the employer's behalf, and employees receiving a lump sum for overtime or night work, the employer does not record hours worked. A time tracking app should let payroll treat those workers differently instead of forcing one template across the entire workforce.
Privacy rules also shape the setup. Employee time-tracking and monitoring data in Poland sits under GDPR and Poland's Act of 10 May 2018 on the Protection of Personal Data. Polish Labour Code monitoring provisions allow workplace, email, and other monitoring only for specified necessary purposes, require employees to be informed before launch, and preserve GDPR information duties and employee personal rights.
A simple weekly export works for a small payroll check, a short client project, or a single correction. It is enough when the employer needs a point-in-time record, the team is small, and one person can verify every entry before payroll closes. The file still needs clear dates, worker names, hours, and approval context.
A managed workflow becomes the better fit once employee time feeds payroll, billing, budgets, or client reporting every week. Everhour Time Tracking lets employees use timers or manual entries, then routes hours into timesheets, reports, budgets, invoices, and payroll review. Admin controls such as approvals, locked periods, reminders, and timer rules reduce late cleanup.
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. Polish Labour Code art. 149 requires employers to keep employee working-time records for correct wage and work-related benefit calculation. The employer must also provide the records to the employee on request. The rule is a recordkeeping duty, not a requirement to use a specific software product.
Employers do not record hours worked for employees on task-based working time, employees managing the workplace on the employer's behalf, and employees receiving a lump sum for overtime or night work. The recordkeeping setup should identify those categories clearly so payroll does not apply ordinary hourly review to workers covered by a different rule.
The general Polish working-time norm is no more than 8 hours per day and an average of 40 hours in an average five-day working week over a settlement period not exceeding 4 months, subject to listed exceptions. Weekly working time including overtime cannot exceed an average of 48 hours in the adopted settlement period, except for employees managing the workplace on the employer's behalf.
Polish overtime carries a 100% premium for overtime at night, on non-working Sundays or holidays, on a day off granted for Sunday or holiday work, and for overtime caused by exceeding the average weekly norm. Other overtime is paid with normal pay plus a 50% wage premium, so the record should preserve the category behind the calculation.
Polish-language workflows and PLN-friendly exports matter for local use. The EU country profile for Poland lists Polish as the official EU language and the Polish zloty, PLN, as the currency. Time records used for payroll, billing, or management reporting should keep labels, currency fields, and exports readable for Polish administrators.
Everhour Time Tracking captures task and project hours through one-click timers or manual entries, including tracking inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Those entries feed timesheets, reporting, budgeting, invoicing, and payroll review, with admin controls for approvals, locked periods, reminders, and timer behavior.
Track approved employee hours before payroll closes. Everhour turns timers and manual entries into timesheets, reports, and review workflows that support cleaner payroll and billing records.
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