If you hire workers from outside your home country, you will need employee time tracking software. That’s because most countries have specific rules and regulations that govern how businesses must operate.

For example, some countries require companies to keep records of their employees’ activities. This includes recording the number of hours worked by each employee. Other countries need companies to pay their employees overtime when they work beyond the standard hours.

In short, you can’t just assume that everything is okay. You need to check what the law says. Otherwise, you might end up having to pay hefty fines or penalties.

The best way to find out what the law says is to ask an attorney. They can help you figure out whether you are complying with applicable laws.

Here are some examples of employee tracking rules by country:

Australia

The Fair Work Act is Australia’s federal legislation regulating employment and workplace laws for its citizens. Here’s a quick outline of the country’s labor regulations you should know before hiring an Australian:

• Employees must receive a minimum hourly rate of Australian $20.33. However, this amount increases depending on the size of the company.
• Employees can work a maximum of 38 ordinary hours per week.
• Employers must adhere to the spread of hours (the time interval within which ordinary hours are worked, say 8 am to 5 pm). Extending work beyond those hours should attract overtime rates.
• Employers should keep their employees’ time and wages records for at least seven years.
• In most instances, employers are usually allowed to install employee monitoring software on work computers. However, the employer must notify employees that they’ll get monitored at least 14 days before the installation.

Canada

Poland

The Poland Labor Code defines the rights and duties of employers and employees and protects workers against unfair treatment and abuse of power. Here’s a summary:

• The minimum gross wage per hour is 18.3 Zlotys
• Standard work hours are 8 hours per day or 40 hours per week
• vertime work attracts a remuneration double the standard wage rate
• Employers can install time tracking software on company-owned devices, but only if they inform their employees beforehand.

EU Zone

In Europe, several sets of labor laws apply to various countries in the union. The EU Directive 96/71/EC regulates the working conditions for all employees across the European Union (EU). It also lays down the rules regarding the minimum wages, maximum working hours, rest period, and other aspects of employment. This directive applies to both private and public sector companies. Here’s a quick overview:

• The standard work hours must not exceed 48 hours (including overtime) within any 7-day interval.
• The average hourly wage rate is 28.5 Euros.
• Employees are entitled to a rest break if they work for more than six consecutive hours.
• Employees can work a maximum of 8 overtime hours per week and are entitled to a remuneration of 50% more than the standard wage rate.
• The EU area has no specific regulations regarding employee monitoring or timekeeping. It’s a voluntary cause for organizations that want to increase their productivity levels and bottom line. That means employers must seek their employees’ consent before installing any employee monitoring and time tracking software.

USA

The US Federal Fair Labor Standards Act (FLSA) governs the terms and conditions of employment throughout the United States. Here’s an overview of some of its key provisions:

• The standard workweek is 40 hours per week
• Overtime pay rates vary depending on the type of job being performed
• The federal minimum labor cost is $7.25 per hour, though it may vary by state
• Employers may require employees to use a computerized time clock system during regular work hours
• Employers are permitted to monitor the activities of their employees using time clocks, but only when it’s done per the FLSA provisions. In addition, employers cannot use time clocks to track employees outside of work hours.