French employers need objective, reliable and accessible daily working-time records, and Everhour structures tracking for approvals.
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 |
|---|
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Use this page to turn work performed in France into clear daily time entries for payroll, billing, schedule review, or manager approval. The EU CJEU CCOO v Deutsche Bank baseline requires member states to impose an objective, reliable and accessible system for measuring each worker's daily working time. French labor law adds duties for collective and individual schedules, so a usable record needs more than a weekly total.
Your immediate outcome is a dated record that shows the person, day, project or activity, start and finish context, rest information, and approval status. For France, the record also needs to fit the local working-time frame: the general private-sector legal full-time duration is 35 hours per week, equal to 151.67 hours per month or 1,607 hours per year.
A practical time entry starts with the worker, date, work period, project or activity, and the source of the time, such as a timer entry or a manual correction. Add rest details where the workflow uses them for schedule checks. Keep comments specific enough for a manager, client, or payroll reviewer to understand the work without reconstructing it from chat messages.
The workflow should move in a fixed order: capture daily work, review missing or unusual entries, correct errors with a visible reason, approve the period, and then export totals for payroll, billing, or analysis. That order protects the daily record from late changes and keeps weekly summaries tied to the underlying days.
For collective working schedules, the employer must display the times when work starts and ends and the hours and duration of rest periods. For non-collective schedules, the employer must establish the documents needed to count each affected employee's working time, accrued compensatory rest and actual rest taken. The tracking setup should separate worked time, rest, and compensatory rest because each category answers a different review question.
A France-facing workflow also needs language and money settings that fit the country. France's official EU language is French and its currency is the euro (€), so project names, user-facing labels, exports, and any billing or reporting amounts should be usable in that context. That local setup prevents avoidable cleanup when records move to payroll, accounting, or client billing.
A one-off tracker is enough when you need a clean record for a short assignment, a single weekly review, or a client explanation. It works when one person owns the entries, the activity list is small, and the output does not need a permanent approval trail. France-facing records still need daily detail, clear rest treatment, and GDPR-conscious handling of employee-identifying data.
A managed workflow becomes the better answer when several people enter time across projects, managers approve submissions, and payroll or billing uses the same numbers later. Everhour fits that workflow with Team Management controls for lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults.
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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France is covered by the EU CJEU CCOO v Deutsche Bank baseline, which requires member states to impose an objective, reliable and accessible system for measuring each worker's daily working time. French labor law also requires specific records for employees outside a shared collective schedule, including documents that count working time, accrued compensatory rest, and actual rest taken.
A weekly total alone misses daily measurement and hides daily cap or rest issues. Use weekly totals only as summaries built from daily entries. For France, daily detail also helps check the general 10-hour daily maximum for effective working time for a private-sector adult employee, subject to listed exceptions such as labor-inspector approval, urgent temporary workload, or a collective agreement allowing up to 12 hours.
Include the worker, date, work period, project or activity, rest or break information, overtime category if reviewed, corrections, and approval status. Collective schedules require displayed start, finish, and rest times. Non-collective schedules require documents that count each affected employee's working time, accrued compensatory rest, and actual rest taken.
French weekly working time may not exceed 48 hours in a single week or 44 hours per week on average over any 12 consecutive weeks, with exceptional routes for higher limits under specified conditions. For a full-time employee, employer-requested work beyond 35 hours per week or 1,607 hours per year is overtime. Absent applicable collective provisions, default premiums are 25% from hours 36 through 43 and 50% from hour 44 onward.
An automatic system used to count each employee's working time in France must be reliable and tamper-proof. Edit rights, correction notes, and approval status should show who changed a record and why. Employee time-entry, schedule, and monitoring data that identify workers are personal data under GDPR, so processing must be lawful, fair, transparent, and secure.
Everhour Team Management lets admins set lock rules, personal tracking limits, weekly capacity, team policy defaults, roles, and project assignments before time reaches payroll or billing review. Managers can approve or reject submitted time, and admins can correct entries for team members when records need cleanup.
Set team-wide policies, approve timesheets, lock reviewed periods, and correct entries before payroll or billing. Everhour Team Management gives France-facing teams cleaner controls for reviewed time.
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