Solution

Attendance records that hold up in a MOHRE inspection or dispute

A defensible, tamper-evident record of hours worked — the evidence you need when a labour complaint is filed.

UAE Labour Law aware
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All 7 emirates

The problem

Why this comes up

When an employee files a complaint with the Ministry of Human Resources and Emiratisation, the burden of demonstrating hours worked, overtime paid and leave taken falls largely on the employer. Paper registers and editable spreadsheets are weak evidence precisely because they are editable. Employers who cannot produce a credible record tend to settle regardless of the merits.

Our approach

How we solve it

01
Make the record tamper-evident
Device punches are immutable. Manual adjustments are permitted — they have to be, for genuine exceptions — but they are recorded separately with the user who made them, the timestamp and a mandatory reason code. Nobody can quietly rewrite history.
02
Record working hours against contracted terms
The system holds contracted hours per employee, so actual hours are always reported against the agreed terms rather than against an assumption. Maximum working hour limits and mandatory rest breaks are monitored rather than discovered after a complaint.
03
Handle Ramadan hours correctly
Reduced Ramadan working hours are applied automatically to the affected employee groups for the correct dates, so staff are not incorrectly recorded as leaving early and are not penalised.
04
Produce the file in one report
An employee-level file covering attendance, overtime, leave and adjustments for any date range, exported to PDF — which is what is actually asked for when a case is opened.

What you get

Included in the deliverable

Everything listed here is configured during installation and handed over working — not sold as a future phase.

Immutable device punch log with verification method
Manual adjustments logged with user, timestamp and reason code
Contracted hours held per employee
Ramadan working hours applied automatically
Maximum hours and rest break monitoring
Per-employee evidence pack exported to PDF

Talk to someone who has done this

Describe your situation and we will tell you what it realistically takes — including if the answer is that you do not need us.

Questions

MOHRE Records — FAQ

Is a biometric attendance record accepted as evidence in a labour dispute?

A contemporaneous, tamper-evident system record is materially stronger evidence than a paper register or a spreadsheet, and is routinely relied upon. No system guarantees an outcome, and how evidence is weighed is a matter for the authority or court. For a live dispute, take advice from a UAE labour lawyer — our role is making sure the record exists and is credible.

Can managers edit attendance records?

Yes, with controls. Genuine exceptions — a forgotten punch, a device fault, approved remote work — need correction. Edits require the right permission, carry a mandatory reason code, and appear separately from device punches in every report. The distinction between what the device recorded and what a human entered is always visible.

How long should we retain attendance records?

UAE labour regulations require employers to retain employee records for a period after the end of employment, commonly cited as two years, and practical experience suggests keeping longer where disputes are possible. The system retains indefinitely subject to your storage, and we recommend confirming your specific retention obligation with your PRO or legal adviser.

Most relevant to these industries

Available in every emirate

Get a fixed quote after a free site survey

Tell us your site conditions and headcount. An engineer attends, tests enrolment on your actual staff, and you get one written quotation covering hardware, software, installation and training.

Same-day response, on-site survey within 48 hours

Request free site survey WhatsApp us +971 56 614 2543