How do employees report attendance in hybrid work?

On office days they clock in on the time clock, and on home days they clock in and out from the computer or the mobile app. In ProperTime every clock-in goes into the same employee record, so home days need no separate report.

What counts as a workday in hybrid work?

A workday is set by the hours the employee actually worked, not by where they worked. As a rule, a home day the employee worked is recorded just like an office day: clock-in, clock-out and breaks. What does differ between the two is, for example, travel reimbursement, so it's worth having your policy mark where people worked.

Can the report show who worked from home and who was in the office?

When employees clock in from the mobile app, their location is recorded too, and the manager sees it in the employee's report alongside the time clock entries. That way the report shows what each person's week looked like.

Do we need a time clock if part of the team works from home?

If you have an office that employees come into, a clock at the entrance is still the simplest way to clock in. Employees at home clock in from the computer or the phone, and all the clock-ins come together in the same system.

What if an employee forgot to clock in on a home day?

The missing time is entered as a correction, and the manager approves it. In ProperTime, employees who forgot to report get a reminder, so the gap shows up that same day.

Can an employer require office attendance on certain days?

As a rule, the place of work and the days spent there are part of the employment terms, and any change to them is best agreed and put in writing. For questions about your own business's case, consult a payroll advisor or an employment lawyer.

Hybrid Work Attendance: Reporting and Rules

Monday in the office, Tuesday at home, Wednesday at home until lunch and then at a client's. For the manager, the month-end question comes down to one thing: were all those hours recorded, in the same way, without anyone having to piece them together from memory?

This guide looks at hybrid work from the side of whoever manages attendance: how people report, what counts as a workday, what the manager sees and what to check before payroll. Managers at a hi-tech company or startup can go on to time tracking at hi-tech companies and startups.

One rule for every day

The most common mistake in hybrid work is running two kinds of records: a time clock for the office, and WhatsApp messages or a spreadsheet for home days. At month end someone merges them, and the guessing starts.

The simple approach: one record per employee, with several ways to clock in to it.

In the office: clock in on a time clock at the entrance. On the US10C fingerprint clock, clock-ins keep being captured even when the network goes down, and they are sent to ProperTime automatically once it is back.
At home: clock in and out from the computer, in the browser, with nothing to install.
On the road and at clients: clock in from the mobile app (Android and iOS).

That way a hybrid week looks in the report like any other week: days, clock-ins, clock-outs and absences, with no separate notebook for home days.

What counts as a workday

The employer's duty to keep attendance records applies to every employee. It took effect on 1 February 2009, with Amendment No. 24 to the Wage Protection Law, and as a rule the law makes no distinction between a day in the office and a day at home. What matters is the hours the employee actually worked.

In practice, every day should have a clear answer to three questions:

When did the day start and when did it end? Clock-in and clock-out, as on any workday.
Were there breaks? Popping out to pick up a child from kindergarten or to see the doctor? Clock out, and clock back in when you return.
Where did they work? This matters less for counting hours and more for things that depend on location, such as travel expense reimbursement, which is usually paid for the days the employee came in to the workplace.

This is general information. For your business's own case, check Kol Zchut (the Israeli rights information site) or consult a payroll advisor or an employment lawyer.

What the manager sees

A manager of a hybrid team needs to know three things, and they are best kept in one place:

Who is working right now. Clock-ins arrive in real time, from every channel, and the manager sees who is at work and who isn't yet.
What each employee's week looks like. When employees clock in from the phone, the location is recorded too, so the report shows not just hours but where they were reported from. It's worth telling employees about this in advance.
What is missing. In ProperTime, employees who forgot to report get a reminder, and the manager approves corrections, so no days are left empty until month end.

A short policy for a hybrid team

No long document needed. Five lines that everyone knows are enough:

Which days are in the office and which at home, and who approves a change.
Report every day: on the clock in the office, from the computer or the phone at home.
Forgot? Fix it the same day, and the manager approves.
Overtime only with advance approval. At home it is easy to carry on for "just another half hour", so agree on this up front. Flexible hours? See what to agree in time tracking at hi-tech companies and startups.
Travel reimbursement goes by office days, so mark where you worked.

A check before payroll

Before sending to payroll, go through each employee's monthly report with three questions:

Any empty days? A home day nobody reported, or an absence that wasn't marked.
A clock-in with no clock-out? People forget to clock out at home more than in the office.
Do the office days match the travel reimbursement?

That gives you one attendance file you can load into payroll.

Hybrid attendance with ProperTime

In ProperTime, a web-based attendance system, the office, home and the field are all recorded in the same place:

Time clock, computer and mobile app in one system.
Attendance, absences and tasks for every employee.
Manager approval and a reminder for employees who didn't report.
A payroll-ready file to load into leading Israeli payroll systems.

Want your hybrid week in one report? Leave your details and we'll set up a free 14-day trial for you, with real people supporting you along the way. No commitment, no credit card.

The information in this guide is general, correct at the time of publication, and is not legal, accounting, tax or payroll advice. Laws and agreements change and apply differently in every workplace, so before you decide or act, we recommend consulting a lawyer, an accountant or a payroll advisor.

Attendance in hybrid work: how to report, what counts and what the manager sees