Time Tracking to the Minute: Mandatory from 2026

Why time tracking to the minute matters so much in 2026

For a long time it was normal to record working hours in blocks of 15 minutes or even half hours. In the skilled trades, in manufacturing and in field service in particular, many businesses worked with handwritten timesheets that were then rounded to full increments. What once looked pragmatic no longer holds up legally today. 

Back in 2019, the European Court of Justice ruled that all working time has to be recorded in a way that is objective, reliable and accessible. The Bundesarbeitsgericht (BAG, the German Federal Labour Court) confirmed this obligation in 2022, and the federal government set it out in more concrete terms in the coalition agreement and in a draft bill. So the position is clear: time tracking has to be accurate to the minute – whether at a desk, in the workshop, on the job site or working from home. 

What exactly does the law require? 

In 2026 the obligation to track time to the minute applies to every business, regardless of industry or size. Employers have to document the start, the end and the breaks of their staff precisely and in a tamper-proof way. 

A few key points: 

• Digital obligation: From 2026, digital systems are set to become the standard solution, with transitional periods for smaller businesses. 
• No rounding: Recording has to be as precise as possible – blanket recording in 15- or 5-minute increments is not permitted. 
• Fair pay: If someone works a minute, they have to be paid for that minute. Deductions along the lines of “one minute late, 15 minutes docked” are not allowed. 

Why rounding is no longer permitted 

The idea of rounding times comes from the era of the punch clock and paperwork chaos. Today the rule is: every minute actually worked counts. 

• Time tracking in 15-minute increments: no longer meets the requirements of the German Working Hours Act. 
• 5-minute rounding: likewise not permitted, because working time has to be recorded as precisely as possible. 
• Deductions for lateness: highly problematic legally and a clear disadvantage for employees. 

Rounding would only be conceivable if it did not put employees at a disadvantage - but in practice that is almost impossible to implement fairly. 

A special case: time spent changing clothes and the start of work

Not every minute spent on the premises automatically counts as working time. Two points matter particularly here: 

• Time spent changing clothes: Has to be documented and paid where changing is required by the employer – for example where special protective clothing is worn in manufacturing or in healthcare. Anyone who simply takes a bit longer getting ready for private reasons cannot count that time. 

You can read more about set-up time here. 

• Starting work early: There is no statutory rule on how many minutes before the start of a shift you have to be present. What counts is the employment contract, works agreements or established practice within the business. 

You can read more about when working time begins here. 

Overview: which types of time tracking are permitted? 

Conclusion: an obligation and an opportunity at the same time 

From 2026, time tracking to the minute is not only a legal obligation but also an opportunity. It makes for fair billing, transparency and fewer conflicts between employers and staff. Anyone who switches to digital systems now has a clear advantage: less administrative work, secure data and legal protection. 

With clockin you meet the new requirements simply and safely: digital time tracking to the minute on any smartphone – no complicated training, ready to go straight away and legally compliant. That leaves you well prepared for the obligation from 2026 while saving time on administration.