End attendance disputes before payroll day.
Every check-in is a verified record with a time, a place and a face behind it. When an employee and a manager remember a shift differently, the report settles it in one click — for both of them.
Free for up to 5 employees · 30-day trial on paid plans · no card needed
What does arguing about hours cost you?
Two costs sit behind every disputed shift: the time spent settling it, and the hours paid because nobody could prove otherwise. Neither appears on an invoice.
Your month
Your yearly saving
after using NCheck
An estimate, not a promise. It counts the arguing, not the hours themselves.
One record both of you trust.
The timesheet builds itself from verified check-ins, applying the schedules, break rules and overtime settings you configured. Each row carries who, when, where and how the person was verified. Where a manager has corrected something — a missed check-out, a shift worked off-site — the correction sits on top of the original with a note saying who made it and when, and the original stays visible underneath. When somebody queries a shift, you both open the same row and look at the same evidence. That is usually the end of it, and it ends in the employee’s favour at least as often as not.
What it does not do: NCheck is not a payroll system. It produces hours you can defend; your payroll software still calculates and pays them.
At €6 an hour, one disputed hour a month costs €72 a year. NCheck Standard for that employee costs €18.
Timesheets, reports and exports are in every plan including Free. Break hours, schedule locations and custom report calculations are on Standard at €1.50 per employee per month. Liveness detection, GPS, geofencing, offline mode and access control are in the plan price — not add-ons.
Why attendance disputes happen with cards and paper.
Almost every dispute comes from the same root: the record is a claim rather than evidence. A paper sheet signed on Friday is a reconstruction from memory, and memory is generous about start times. A card swipe says a card was present at a reader, which nobody disputes — what gets disputed is whether the person was there, and the swipe cannot speak to that. A spreadsheet filled in by a supervisor is that supervisor’s word against an employee’s.
What makes it corrosive is that there is no way to be fair. A manager who accepts every claim is paying for hours nobody worked. A manager who refuses them is punishing people who did work and cannot prove it. Both outcomes damage trust, and the second one tends to be remembered a lot longer than the first.
The recurring flashpoints are predictable: shifts that cross midnight, overtime that was verbally approved, breaks that were taken late, and anything at a second site. In each case the system recorded something ambiguous, and the argument is about interpreting it.
What it does not do: a verified record cannot settle a disagreement about what somebody was told. If a manager approved overtime verbally, that remains a conversation.
Can shifts, breaks and overtime be calculated automatically?
Yes. Work schedules, break hours and overtime settings drive the timesheet, so the report reflects your rules rather than raw stamps.
What about shifts that cross midnight?
Overnight shifts are paired to the schedule they belong to, so a check-out after midnight lands on the right shift rather than the next day.
Do we have to change how managers approve hours?
No. The approval step stays yours — what changes is that the thing being approved is evidence rather than a claim.
How a verified record ends the attendance dispute.
A verified check-in carries four things a card swipe does not: the identity was confirmed biometrically, liveness confirmed a real person rather than a photograph, the location was recorded, and the method used was logged. When a shift is queried, that row answers the question on its own, without anyone having to remember anything.
The audit trail is what makes it fair rather than merely strict. Corrections are first-class events: a manager can fix a genuinely missed check-out, and that fix is recorded with their name and the time, sitting over an original that is never deleted. If an employee believes a correction was wrong, they can see both values. Being able to see your own record is the single feature that most changes how attendance systems are received on the floor, because it makes the system something that can protect you rather than only catch you.
Notifications on the Premium plan close the loop earlier: a missed check-in is flagged on the day rather than discovered at month end, when the person involved has no chance of remembering what happened. A dispute raised on the day is usually not a dispute at all.
What it does not do: it will not stop a determined disagreement about whether a job needed the hours it took. It settles whether the person was there — not whether the work was worth it.
Can employees see their own records?
Yes, and it is worth switching on. It converts the system from something done to people into something that also works for them.
What if a check-in was missed for a real reason?
A manager corrects it with an audit note. The original value is not erased, so the correction is itself reviewable.
Can we audit who did what in the admin system?
Yes. Administrative actions and corrections are logged with the user and the time.
From timesheet to payroll: Excel, CSV, Tally, QuickBooks, API.
The verified hours have to reach payroll without being re-keyed, because re-keying is where a clean record acquires new errors. Excel and CSV exports cover most situations. For Tally ERP and QuickBooks Desktop there are direct export routes documented step by step. Everything else goes through the REST API, which is also how teams push attendance into an HR system that is already the source of truth for people.
Where your pay rules do not match the defaults — a shift differential, a site allowance, a rounding convention your union agreement requires — custom fields and custom report calculations let the export carry the columns payroll actually needs, rather than a generic total somebody has to transform every month.
The practical test is whether a month-end takes an afternoon or a morning. Most of the saving is not in the calculation; it is in not having to investigate the twelve rows that look wrong.
What it does not do: there is no one-click payroll run. NCheck produces the hours and the export; the payroll system still does the pay.
How does the data get into payroll?
Excel and CSV exports, direct exports to Tally ERP and QuickBooks Desktop, or the REST API. See integrations and API.
Does it handle overtime rules per country?
Overtime thresholds and break rules are configurable, and custom report calculations cover the cases the defaults do not. For an unusual national rule, show us the rule and we will tell you plainly whether it fits.
Can we add our own columns to the export?
Yes — custom fields and custom report calculations are on the Standard plan.
What three kinds of record can actually prove.
| A paper sheet | A card swipe | NCheck | |
|---|---|---|---|
| Identity | A signature | A card was present | A verified living person |
| Location | Assumed | That reader | Recorded, with a geofence |
| When it was recorded | From memory, later | At the time | At the time |
| Corrections | Overwritten or crossed out | Edited in a back office | Logged, with the original kept |
| Employee can see it | ✕ | Rarely | ✓ |
| Reaches payroll by | Re-keying | Export, sometimes | Excel, CSV, Tally, QuickBooks, API |
| Settles a dispute | ✕ | Partly | ✓ |
Who this is for — and who it is not.
Best for
- HR and payroll teams signing off hours they have no way to verify
- Operations managers who spend the first week of every month settling arguments
- Employers in sectors where wage claims and labour inspections are a real risk
Not for
- Teams that need a payroll system, rather than attendance records to feed one
| If this is your situation | The setup is |
|---|---|
| Disputes cluster at month end | Switch on notifications so they surface on the day |
| Overnight shifts cause most of them | Work schedules with overnight pairing |
| Staff work across several sites | Geofenced check-in per site, reports by location |
| Payroll is in Tally or QuickBooks | Direct export; no re-keying |
| A union agreement with unusual rounding | Custom report calculations on Standard |
"Before, traditional time & attendance meant a lot of work to synchronise reports. With NCheck we do it with just a few clicks."
What is an attendance dispute?
An attendance dispute is a disagreement between an employee and an employer about the hours recorded for a shift — when it started, when it ended, whether a break was taken, or whether overtime was worked. They matter out of proportion to their size: each one costs administrative time, each one is a small withdrawal from trust, and in most jurisdictions the employer carries the burden of keeping accurate records, so an unresolvable dispute tends to resolve against the employer. They are also almost entirely a records problem rather than a conduct problem, which is why a verified record removes most of them rather than merely adjudicating them faster. This is general guidance, not legal advice.
What to check before you commit.
- Does a record prove a person was there, or only that a credential was presented?
- Is the location of each check-in stored, not just the time?
- Are corrections logged with who made them, and is the original value kept?
- Can an employee see their own record without asking a manager?
- Are missed check-ins flagged on the day, or discovered at month end?
- Do overnight shifts, breaks and overtime follow your rules without manual fixing?
- Can the export carry the columns your payroll actually needs?
- If you were audited, could you produce six months of defensible records?
Before you ask us.
Does this mean managers can no longer adjust hours?
No. They can, and sometimes must — the difference is that an adjustment is recorded rather than invisible.
Will staff see it as surveillance?
Some will, until they see their own record. Location is captured at check-in and check-out only, never between, and saying that plainly up front matters more than any feature.
How far back are records kept?
For as long as your retention policy requires. Retention is configurable and deletion per employee is supported.
Can we run a report for one employee for one month?
Yes — by person, team, site or date range, exported in a click.
Does it work if some staff are on site and some are remote?
Yes. Shared stations where there is a door, the employee’s own phone with a geofence where there is not — see check-in at the right place.
What happens to records if we stop using NCheck?
Export them. Timesheets and events go out as Excel, CSV or through the API at any time.
Do we need the Premium plan for this?
No. Timesheets, reports and exports are in every plan. Notifications are the one thing here that is Premium.
Keep reading.
Attendance reports
Every report type, and what each one is for.
Integrations and API
Exports, REST API and device triggers.
Timesheets and reports
How the timesheet is built from check-ins.
Notifications
Catching a missed check-in on the day.
Reducing payroll errors
Why verified hours cut corrections too.
Large enterprises
Multi-site reporting and approval chains.
Settle it with a record, not a memory.
Free for up to 5 employees. 30-day free trial on every paid plan, no card needed.
Last reviewed: October 2026. Templates, not photos; deleted on request; on-premises keeps everything inside your network. Details on the security and compliance page.