Denmark requires daily working-time records from July 1, 2024. Everhour helps organize project time, reports, and review workflows.
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A Danish time tracker should help you create usable daily records, not only a weekly total. Since July 1, 2024, Danish employers have a statutory duty to keep working-time records for employees. The record should show each employee's daily working time in an objective, reliable, and accessible registration system, so managers, employees, payroll, and advisors can reconstruct the working pattern.
You use the record to support payroll checks, client billing, capacity planning, and working-time review. Danish employers also need employee access to their own registered working-time information and retention for five years after the end of the period used to calculate average weekly working time. A practical setup records the person, date, project or activity, start and stop time or total daily time, notes, approval status, and corrections.
Start with a standard structure for every entry: employee, date, work location if your policy uses it, project or activity, time actually worked, break information where required, billable status, and comments. A daily record should stand on its own. Avoid relying on calendar invitations or chat timestamps, because they do not always show time actually worked or corrections approved after review.
For a consulting week, a single daily line can read: April 8, client onboarding, 09:00 to 16:30, 30-minute break, 7 hours of project time, billable in DKK, submitted for manager review. That format gives payroll the daily working-time figure, gives finance a billing cue, and gives the employee a readable record.
Denmark's 2024 amendment follows the EU requirement for an objective, reliable, and accessible system. The wider working-time baseline also includes the EU 48 hours average weekly limit including overtime, calculated over a reference period that may not exceed four months. EU rules also require 11 consecutive hours of daily rest in each 24-hour period and a rest break when the working day is longer than six hours.
Employee time records tied to identifiable workers are personal data under GDPR and the Danish Data Protection Act. A Danish setup needs a lawful basis, clear notice to employees, purpose limitation, data minimization, and storage limitation without deleting records before the required five-year retention period. Danish-language workflows and DKK billing fields also reduce avoidable mistakes for local payroll, finance, and employee review.
A one-off tracker is enough for a freelancer, a small team checking a single week, or a manager who needs a quick export for a one-time client question. It works when the record owner can enter daily time, download the result, store it for the required period, and answer corrections without a recurring approval process.
Managed tracking becomes the better fit when Danish records feed several projects, clients, budgets, payroll checks, and billing runs. Everhour fits that workflow by sending task and project time into customizable reports, timesheets, invoices, and exports, so reviewed hours can move from daily entry to approval and handoff without re-keying.
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. From July 1, 2024, Danish employers have a statutory duty to keep working-time records, subject to the self-arranging worker exception. The system must make it possible to measure each individual employee's daily working time and must be objective, reliable, and accessible. Employees also need access to their own registered working-time information.
The exception covers self-arranging workers whose working time cannot be measured or predetermined because of the nature of the work, or employees who can determine their own working time. The employment contract must state that the working-time rules do not apply. Employers should document the category carefully because the exception is specific to the worker's autonomy and role.
Employers must keep registered working-time information for five years after the end of the period used to calculate the employee's average weekly working time. Deleting exports after payroll close creates a retention gap. Store the underlying daily records, employee access history if available, and approved corrections in a place the employer can retrieve later.
Employee time records tied to identifiable workers are personal data. Danish employers must fit time-tracking practices to GDPR and the Danish Data Protection Act, including a lawful basis, transparency, purpose limitation, data minimization, and storage limitation. Collect the time details needed for payroll, billing, and working-time review, and explain the purpose before employees use the system.
The weakest setup keeps only a weekly total, blocks employees from seeing their own records, or deletes old exports before the five-year retention period ends. Another common mistake is mixing client billing notes with sensitive employee comments. Keep daily working-time facts, approval comments, billing detail, and HR-sensitive notes in fields with the right access controls.
Everhour Reporting lets admins build custom views with 45+ columns, grouping, metadata filters, and date ranges, then export CSV, Excel/XLSX, or PDF files for review. Scheduled email delivery can send recurring reports to the people who check project hours, budgets, and overtime visibility in Team Hours or custom reports.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, or partially approve submitted time. Submitted and approved time stays locked for regular members, which helps preserve the reviewed record before payroll, billing, or reporting uses it.
Use Everhour Reporting to turn task and project time into grouped reports with filters, 45+ columns, scheduled email delivery, and exports for payroll, billing, and clearer working-time review.
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