Attendance records and Amendment 24 to the Wage Protection Law · Mishmarotix

What the law asks you to record, and how the record is kept here. Under Amendment 24 to Israel's Wage Protection Law, an employer keeps an ongoing record of the hours actually worked, including overtime and work on the weekly rest day. When the record is kept by mechanical or digital means, a daily

What the law asks you to record, and how the record is kept here.

What the law says

Under Amendment 24 to Israel's Wage Protection Law, an employer keeps an ongoing record of the hours actually worked, including overtime and work on the weekly rest day. When the record is kept by mechanical or digital means, a daily signature from the employee is not required.

If no record was kept and an employee claims pay for overtime or rest-day work, the burden of proof moves to the employer, up to 15 overtime hours a week or 60 a month.

How it is recorded here

Every clock-in and clock-out is kept with its time, and with a location check when the site has a location set. A manager approves the entries, and every approval and change is written to the activity trail. Once a month is closed for payroll its hours are locked, including against the company owner.

Overtime, rest days and holidays

Reports separate regular hours from hours at 125%, 150%, 175% and 200%. Work on the weekly rest day and on the holidays your business observes is counted as rest-day work.

Who can see the record, and when it stops changing

An employee can always see their own record, a manager sees their department, and every correction to a punch keeps who made it and when. That matters little on an ordinary day and a great deal on the day somebody asks why the hours differ from what they remember.

Once a month has been checked it can be locked, and from that moment the figures do not move. The report that went to payroll is the same report six months later, not a version that changed in between.

Please note

This page explains the rules in general terms and is not legal advice. A collective agreement, an extension order or a personal contract may say otherwise. Check the data and calculation settings before hours go to payroll.