The hours are the easy part. The rules around them are not.
Biometric, facial, geo-fenced or kiosk capture into one register. Overtime rated at the statutory double, rounded the way the OSH Code prescribes, and biometric data held to the retention rules that came into force with DPDP.
No credit card. Set up in under a day.
The Occupational Safety, Health and Working Conditions Code replaced the Factories Act and twelve other statutes on 21 November 2025. For attendance, the hour limits barely moved. Everything about how you compute and evidence them did.
The normal day is eight hours, inside a spread-over of no more than twelve including rest breaks. Even where a state permits a longer working day, the double rate still begins at the eighth worked hour.
NavoraHR applies the trigger per employee and per state, not per roster template.
Overtime is paid at double the ordinary rate of wages, and that rate is basic plus dearness allowance. HRA, bonus, commission and the overtime allowance itself are excluded from the base.
NavoraHR rates every overtime hour on the correct base and passes it straight to payroll.
Overtime is calculated on a daily basis or a weekly basis, whichever produces the better result for the employee. That means computing both and paying the higher one.
NavoraHR runs both calculations on every cycle and applies the favourable outcome automatically.
Extra time between fifteen and thirty minutes counts as thirty minutes. Anything above thirty minutes counts as a full hour. Under fifteen minutes is ignored.
NavoraHR applies the prescribed rounding at the punch level, so the register and the payslip agree.
A worker cannot be required to work overtime without consenting to it. Rostering someone into overtime without consent is a contravention in its own right, separate from any question of underpayment.
NavoraHR captures consent against the overtime it authorises and retains it as a producible record.
Where a shift extends past midnight, the hours worked after midnight count against the previous day, and the weekly rest period runs for twenty-four hours from when the shift ends rather than from midnight.
NavoraHR attributes post-midnight hours correctly and calculates weekly rest from shift end, so night rosters compute the right day.
Quarterly overtime ceilings are set by the appropriate government and differ by state — check the notified figure for your state before relying on it here.
The Digital Personal Data Protection Rules were notified on 13 November 2025 and are rolling out in phases. Biometric attendance sits among the most heavily obligated processing an Indian employer does. Most attendance vendors sell the capture and go quiet about the custody.
Employment-related processing has a legitimate-use basis, so you generally do not need to collect consent for biometric attendance, and the Supreme Court has upheld mandatory biometric systems. The obligations that do apply are purpose limitation, data minimisation, security safeguards and breach notification, and those apply in full.
Data minimisation means collecting the least that achieves the purpose. If a fingerprint template does the job, face and iris capture on top of it is hard to justify. NavoraHR stores encrypted templates rather than raw biometric images, and you choose which modalities are enabled.
Biometric data cannot be held indefinitely. NavoraHR runs a documented retention schedule, and on separation the biometric template is deleted while the attendance record itself is retained for the statutory period that PF, gratuity and tax rules require.
Employees are Data Principals. They can request access to their data, ask for corrections, and request erasure where retention is no longer necessary. NavoraHR gives you the workflow to handle those requests rather than leaving them in an inbox.
Biometric processing has to be disclosed in your employee privacy notice, and your vendor contract has to carry DPDP-compliant data handling clauses. We will give you both, in writing, before you sign anything.
If your risk appetite for biometric custody is low, geo-fenced and QR capture achieve the same attendance outcome with materially less exposure. All four methods write to the same register, so you can run different methods for different teams.
Desk, field or factory, captured the way each team actually operates, all into one register. Run different methods for different teams without splitting the record.
Each method carries a different data-protection profile. We will walk you through which fits your risk appetite.
Filter by status, or tap anyone to see their punch. The whole workforce, updating in real time.
Every punch is geo-stamped and time-locked. Filter chips isolate a status. Tap a card for the full trail.
Morning, general, evening and overtime laid across the clock, so gaps, clashes and rest-interval breaches show themselves before you publish.
Regular and overtime hours captured against each threshold, rounded to the prescribed rule, rated at the statutory double and ready to flow into payroll. Nobody has to file a claim.
Computed on both a daily and a weekly basis, with the more favourable result applied.
Shift timings, grace periods, late and early thresholds, weekly offs, holidays, overtime rules and rounding configured once.
Employees mapped to shifts and duty rosters by department, location, job role and grade, with multiple schedules supported per employee.
In and out recorded through biometric devices, facial recognition, geo-fenced mobile, kiosk or web, including offline capture that syncs on reconnect.
Clock-in, clock-out, total worked hours, half-day derivation, late arrival and early departure computed against the assigned shift.
Missing punches, double punches, late arrivals, early departures and threshold breaches flagged into an exception list.
The employee reviews their own record and raises a correction request with a reason and supporting detail.
Requests route to the reporting manager by notification and alert for approval or rejection.
Approved corrections go to the department head for final confirmation where your policy requires it.
HR reviews the cycle, finalises the register and locks the period. Reopening requires authorisation and leaves a trail.
Approved leave, weekly offs and holidays write into the attendance record automatically, so no attendance is expected on those days.
Worked hours, loss of pay and overtime components push into the payroll run for computation.
Geo-verified check-ins, shared kiosks and offline capture mean nobody is left off the register.
A live floor and rule-checked rosters make coverage and compliance obvious in a moment.
Verified hours flow into payroll. No muster roll to reconstruct, no re-keying, no disputes at month end.
Spread-over ceilings, rest intervals, weekly rest and overtime consent checked before a roster is published.
Where templates are stored, how long they are held, what happens on separation, and what the contract says.
Face, fingerprint, geo or QR. Mark attendance without queuing at a machine.
Forgot to check in? Raise a regularisation with a reason and route it for approval, from the app.
Today’s shift, swaps and week-offs, updated the moment they change.
Overtime is captured against the threshold, rounded to the statutory rule and paid without you filing a claim.
Field staff punch offline. It syncs the moment they reconnect.
Your biometric template is encrypted, used only for attendance, and deleted when you leave.
Present, remote, late and absent in real time, without walking the floor.
Face match and location stamp mean attendance cannot be gamed.
Rest intervals, spread-over ceilings, weekly rest and night limits flagged before you publish.
Finalise the cycle, freeze the period, and require authorisation for any reopen. Every edit logged with who, when and why.
Verified attendance and overtime feed the payroll run with no re-entry.
Retention schedule, deletion on separation, and contract clauses that survive a legal review.
Working hours, overtime rates, register formats and now data handling are all prescribed. Here is what NavoraHR keeps in the shape an inspector, or a data protection officer, expects.
Enforces the eight-hour normal day, the forty-eight-hour week, the twelve-hour spread-over ceiling and the thirty-minute rest interval after five hours of continuous work. Breaches flagged before a roster is published.
Rates overtime at twice the ordinary rate of wages, computes it on both daily and weekly bases and applies the favourable result, rounds to the prescribed rule, and captures worker consent as a retained record.
Maintains prescribed registers electronically, with normal and overtime hours split per day, and generates returns in the required format.
Hours worked past midnight attributed to the previous day. Weekly rest calculated as twenty-four consecutive hours from shift end. Compensatory off generated where a rest day is worked.
Consent recorded and retained where employees work between 7 PM and 6 AM, in line with the conditions the Code attaches.
Permitted hours, spread-over limits and rest rules applied per employee by registered work location, and reconciled against the central position where the two differ.
Overtime rated on the current statutory wage definition. Overtime allowance carried into the fifty per cent wage floor computation, in line with the Ministry’s March 2026 clarification.
Biometric templates encrypted and stored under access control, modality limited to what the purpose requires, retention scheduled and documented, deletion executed on separation, and employee access, correction and erasure requests supported.
Days worked used to be an input into one month’s salary. Under the labour codes it is now the source of truth for two liabilities that sit well outside payroll.
Section 32 grants annual leave to workers who have worked at least one hundred and eighty days in a calendar year, accruing at one day for every twenty days worked. Both numbers come out of attendance. Get days worked wrong and the leave balance is wrong, and since surplus leave above the thirty-day cap must now be encashed rather than lapsed, a wrong balance becomes a wrong cash liability in December.
The Ministry confirmed in March 2026 that overtime allowance counts inside the fifty per cent wage computation. Overtime is no longer just a line on a payslip. It affects whether your salary structures pass the wage code test at all.
One register, three exposures. It is worth getting the register right.
A single-site organisation on one general shift can be configured and capturing within a day. Multi-shift, multi-site and hardware-integrated setups take longer, and it is more useful to say what moves the timeline than to promise a number.
Attendance feeds leave and payroll from the same employee record. One continuous chain, nothing exported and re-imported.
Approved leave, weekly offs and holidays write into attendance automatically. Rest-day working generates comp-off back into leave.
PayrollWorked hours, overtime, late deductions and loss of pay feed the run with no re-entry.
HRMSOne employee record, one shift assignment, no duplicate setup.
Employee Self ServicePunch, review, regularise and track from the portal.
Mobile AppCapture and approve from anywhere, online or off.
Fingerprint and face devices sync directly into the register.
No credit card. Response within 24 hours.