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A attendance management systemattendance management system is a solution — usually technology-based — developed to record, track and analyze the attendance, punctuality, absences, vacations and working hours of a company’s employees. This type of system may include recording devices such as time clocks biometric devices, RFID cards, mobile applications or online platforms, which collect and centralize data in real time.
Through this information, companies can have a clear and up-to-date view of employee attendance performance, facilitating the effective management of entry and exit times, breaks, overtime and shifts. In addition, it allows you to automate administrative tasks, such as payroll or managing work shifts and days off.
In addition to operational efficiency, a attendance management system also helps ensure compliance with current labor laws, promoting transparency and fairness in the treatment of employees. With analysis and reporting tools, managers can make more informed decisions, optimize human resources and reduce costs associated with unproductive hours or absenteeism.
In short, it is an essential tool for any company that wants to better manage time, improve productivity and ensure compliance with internal and legal rules.
Time clock errors refer to situations in which an employee’s clock-in, clock-out, or break data is recorded incorrectly, incompletely, or is missing entirely from the attendance control system. These errors can compromise the reliability of the information used to calculate hours worked, process salaries, and monitor compliance with schedules.
The causes of these errors are varied. One of the most common is the employee forgetting to clock in or out on the system — something that is common in environments with high turnover or flexible schedules. Other causes include technical failures in the recording equipment (such as biometric readers, RFID cards or facial recognition terminals), network or software interruptions, and even incorrect use of the system, either through ignorance or intentional manipulation.
If these errors are not detected and corrected in a timely manner, they can lead to discrepancies in time clock records, affect the calculation of overtime, hinder shift management, and cause conflicts between the company and its employees. It is therefore essential that attendance systems have validation mechanisms, automatic alerts and features that allow records to be corrected, always with the proper authorisation and administrative management.
A good attendance management policy also includes training employees on the correct use of the system and defining clear rules for correcting anomalies, ensuring the integrity and reliability of the recorded data.
Some of the most common errors in timekeeping occur due to both human error and technical problems. Here are the main ones:
Employee attendance control is an essential practice for the proper functioning of any company. It goes far beyond knowing whether someone arrived or left on time — it is a strategic tool that contributes to internal justice, operational efficiency and compliance with legal obligations.
First, attendance control ensures equity and transparency within the company. All employees are evaluated according to the same criteria, which avoids injustices and favors a more balanced and motivating work environment. At the same time, it reduces the risk of errors or negligence, such as recurring delays or unjustified absences, which can negatively impact team performance.
From a legal point of view, keeping a rigorous attendance record allows the company to comply with the requirements of labor legislation, particularly in relation to working hours, mandatory breaks, overtime and weekly rest. In the event of an inspection or labor dispute, these records are essential as documentary evidence.
Furthermore, time and attendance is a solid basis for effective human resources management. It allows you to plan shifts, manage vacations and absences, identify team building needs, and assess actual employee productivity. This visibility translates into better resource allocation, greater efficiency, and reduced operating costs.
Ultimately, companies that regularly monitor and analyze attendance data can make more informed decisions, anticipate problems, and implement policies that promote work-life balance for their employees, contributing to a healthier and more sustainable organizational culture.
Although often mentioned together, attendance and punctuality are distinct concepts in the context of human resource management and job performance.
Attendance refers to the frequency with which an employee shows up for work, that is, their regular and continuous presence in the performance of their duties. An assiduous employee is one who rarely misses work, consistently completes their shifts, and demonstrates commitment to their role. Attendance is therefore directly related to effective presence in the workplace over time.
On the other hand, punctuality refers to the employee’s ability to strictly adhere to set schedules, namely entry, exit and break times. Being punctual means arriving on time, starting and finishing activities as planned, respecting the schedules established by the company.
It is perfectly possible for an employee to be assiduous but not punctual — for example, someone who shows up for work every day but is frequently late. Similarly, there may be cases of employees who are punctual on the days they work, but who are absent with some regularity, compromising attendance.
Both aspects are important:
Attendance is linked to the employee’s availability and reliability.
Punctuality is linked to discipline, organization and respect for time — both yours and that of your colleagues and the company.
Companies that value and monitor both indicators are able to maintain a more productive, balanced and fair environment, reducing negative impacts on team performance and operations planning.
Effective attendance management relies on the rigorous and organized collection of various types of data. These records are essential to ensure compliance with labor laws, optimize human resources management, and ensure fair compensation. The main data to be recorded includes:
There are currently several methods available for recording employee attendance, from advanced technological solutions to more traditional methods. The choice depends on the size of the company, the sector in which it operates and the level of automation desired. The most commonly used methods include:
An unjustified absence occurs when an employee is absent from work without presenting a legally valid reason or without complying with the communication and justification duties provided for by law or in the company’s internal regulations.
According to Article 253 of the CLT, the employee must notify the employer of his/her absence as soon as possible and, in the event of illness or other impediment, not foreseeable, must present the justification within a maximum period of five days from the start of the absence. When this communication or justification is not made in accordance with the law, the absence is considered unjustified.
Unjustified absences are particularly serious, as they can:
Involve loss of salary corresponding to the period of absence;
Be relevant for disciplinary purposes, and may result in sanctions, such as a warning, suspension or even dismissal for just cause, in the event of recurrence or abuse;
Prejudice the employee in terms of performance evaluation, attendance bonuses or career progression.
Therefore, it is essential that employees report any absence in a timely manner and always present the appropriate justification, such as a medical certificate, court summons, among other documents recognized by law.
When an employee forgets to clock in, out or during breaks, it is essential that the situation is identified and corrected as soon as possible to ensure the reliability of attendance records and avoid impacts on payroll or performance evaluation.
The way this type of occurrence should be handled depends on the company’s internal policies and the features of the time and attendance system used. However, the most common good practices are as follows:
Immediate communication to the employee:
As soon as the employee realizes the oversight, he/she should inform his/her direct superior or the Human Resources department. The communication must be made in writing (by email, form or internal platform), specifying the date, approximate time and reason for forgetting.
Recording the correction in the system:
Many attendance systems allow a manager (usually the management or HR department) to manually enter or correct the time record, upon validation. This type of correction must be documented and auditable to maintain data integrity.
Formal justification:
The company may require the employee to fill out a timekeeping regularization form, which may be signed and approved by a superior. This document serves as evidence of the correction and prevents allegations of improper manipulation of timetables.
Control and prevention policy:
It is recommended that the company have a clear internal policy on how to deal with forgetfulness — for example, defining a maximum limit of corrections per month, disciplinary measures in case of recurrence or even automatic system alerts to warn the employee who did not register the time.
Training and awareness:
If forgetfulness is recurrent, it may be necessary to reinforce training on the correct use of the timekeeping system, as well as to make employees aware of the importance of strictly following this procedure.
Note:Although forgetting to record timekeeping may seem like something specific or without impact, it compromises the traceability of working time, affects the transparency in HR processes and can cause errors in payroll or benefits processing. Therefore, it is essential to treat each case carefully and keep a clear record of the corrections made.
Attendance control in the teleworking regime is as important as in face-to-face work, although it requires specific adaptations to the remote characteristics of the activity. The goal remains: to ensure that employees adhere to the agreed schedule, wherever they are, promoting accountability, transparency and equity among all team members.
With the digitalization of processes, there are several effective ways to implement remote attendance control:
Digital recording platforms
Most companies use these systems, where employees record the start and end of their working day with a simple click. These platforms often include additional features, such as breaks, vacation scheduling, or activity logging.
Geolocation-enabled apps (when applicable)
In roles that require presence in specific locations outside the headquarters (e.g. technical visits, customer support), it is possible to use geolocation-enabled apps to record attendance, ensuring that the time clock is clocked in at the correct location.
Logging in and out of the corporate system
Some companies monitor hours through the time spent accessing the system or the company’s VPN. Although this method should not be used as the sole criterion, it can complement attendance control.
Productivity-based models
Instead of focusing on the exact time of entry and exit, some companies adopt results-oriented systems, where attendance is evaluated based on the delivery of tasks, compliance with deadlines and defined goals. However, it is still recommended that there be a minimum record of attendance for legal purposes.
Reporting and Periodic Validation
Systems can generate weekly or monthly reports with the working hours declared by each employee, which are then validated by the team manager or HR, ensuring compliance and accountability.
InnuxTime HR is an advanced attendance and human resources management software, developed by Innux Technologies, with the aim of automating and optimizing administrative processes related to the presence, punctuality and time management of employees in companies.
This solution was designed to respond to the operational, legal and strategic needs of companies, providing effective human resources management, regardless of their size or sector of activity.
Its main features include:
Automatic registration of entries and exits, integrated with physical or virtual time terminals;
Management of shifts, schedules and flexible schedules, allowing the creation of multiple schedules, adapted to the needs of each company;
Planning and control of vacations, days off and absences, with fully digital requests and approvals, saving administrative time;
Generation of detailed reports and customized dashboards that allow a clear view of attendance, tardiness, overtime, absenteeism and other key indicators.
Personalized access for employees and managersthrough the Employee Portal and the Management Portal, promoting autonomy, transparency and more effective internal communication.
InnuxTime HR is an essential tool for companies seeking to improve productivity, ensure legal compliance and have strict control over working time, while offering a modern and efficient digital experience for employees.
Its modular structure is one of its great advantages: it allows each company to configure only the modules it really needs, from basic schedule management to more advanced features, such as:
management of rotating shifts and multiple schedules;
planning of vacations and absences;
control of overtime and time bank.
In addition, InnuxTime HR is perfectly adaptable to different sectors, such as:
Services and offices, with hybrid models or flexible hours;
In short, InnuxTime HR adapts to the pace, structure and maturity of any organization, evolving alongside the company’s growth and supporting strategic decisions with reliable, real-time data.
InnuxTime HR is available in several languages, including Portuguese, English, and Spanish. This versatility makes it ideal for companies with international teams or a presence in different countries.
Yes, InnuxTime HR is 100% developed in Portugal by Innux Technologies, with a focus on innovation, national legal compliance and adapted to the real needs of Portuguese and international companies.
Yes, InnuxTime HR was designed with high flexibility in the management of working hours, allowing the configuration of multiple types of schedules and shifts, in a simple way and fully adaptable to the reality of each company.
The platform allows the creation and management of:
Fixed schedules, with entries and exits standardized;
Rotating schedules, ideal for teams that alternate between different shifts throughout the week or month;
Night or 24-hour shifts, widely used in industrial, hospital or security contexts;
Flexible schedules, where the employee has the freedom to start and end their workday within a defined time window;
Custom schedules by employee, team or department, adjusting to specific needs, such as part-time, hybrid or remote work.
With InnuxTime HR’sconfigurable rules feature, it is possible to define tolerance limits, break times, night work rules, overtime and time off minimum/maximum stays. The system automatically validates compliance with the defined schedules, identifying anomalies such as delays, early departures or absences.
Yes, InnuxTime HR allows for complete and automated management of vacations and absences, offering companies a centralized, practical and transparent tool to control all types of employee absences.
Through the platform, it is possible to:
Register and plan vacations in advance, based on each employee’s available balance;
Send vacation, time off or absence requests directly in the employee interface, with the possibility of automatic or hierarchical approval;
Control excused absences (such as sick leave, parental leave, training, statutory absences) and unexcused absences, keeping all records documented;
Generate vacation schedules and absence reports by employee, team, department or period, facilitating planning and decision-making;
Configure internal vacation management rules, such as blocking critical dates or mandatory periods;
Integrate with payroll processing systems, so that absences have a direct and automatic impact on the payroll.
In addition, the employee has the autonomy to make vacation requests and has access to his/her vacation history and current balance in real time, promoting greater autonomy, transparency and a reduction in the volume of contacts with the Human Resources department.
Absence management is also enhanced by automatic alerts for situations such as:
absence without record of period,
excessive absences in a given period,
or coinciding vacations within the same team, which can compromise operations.
All of this contributes to more efficient, organized and legally secure management of human resources, reducing the risk of administrative errors, internal conflicts and ensuring compliance with legal obligations.
Yes, InnuxTime HR provides a powerful analytical reporting feature, which allows managers and HR departments to access detailed, up-to-date and fully customizable information about employee attendance.
The platform offers a wide variety of predefined and configurable reports, with relevant data for the strategic and operational management of the company, such as:
Attendance and absences (justified and unjustified)
Lateness and early departures
Hours worked, overtime and night work
Use of vacations, days off and other types of leave
Compliance with schedules and contractual rules
Frequency maps by team, department, shift or period
Comparisons and trends by employee, team or location
These reports are generated in real time real, based on data recorded in the system, and can be viewed directly on the platform or exported in formats such as PDF, Excel or CSV, allowing easy sharing with other areas of the company or external entities (e.g. accounting or labor inspection).
Yes, InnuxTime HR provides a powerful analytical reporting feature, which allows managers and HR departments to access detailed, up-to-date and fully customizable information about employee attendance.
The platform offers a wide variety of predefined and configurable reports, with relevant data for the strategic and operational management of the company, such as:
Attendance and absences (justified and unjustified)
Lateness and early departures
Hours worked, overtime and night work
Use of vacations, days off and other types of leave
Compliance with schedules and contractual rules
Frequency maps by team, department, shift or period
Comparisons and trends by employee, team or location
These reports are generated in real time real, based on data recorded in the system, and can be viewed directly on the platform or exported in formats such as PDF, Excel or CSV, allowing easy sharing with other areas of the company or external entities (e.g. accounting or labor inspection).
InuxTime HR is a complete, intuitive and highly configurable solution for work time and attendance management, developed to meet the needs of modern companies looking to automate processes, optimize resources and maintain strict control over their employees’ working time.
The platform combines advanced technology with a simple and accessible user experience, adapting to companies of all sizes and sectors. Its main features include:
Yes, InnuxTime HR offers full mobility by allowing employees to clock in and out via mobile devices (cell phones, tablets) or computers, using the platform’s mobile app or web portal.
This feature is especially useful for teams working remotely, hybrid working, mobile or field work, who do not have direct access to physical timekeeping terminals.
How it works:
It is possible to activate geolocation, allowing the company to check the approximate location where the registration was made — a valuable resource for areas such as logistics, maintenance, technical assistance or external sales teams.
The system also allows you to associate the time record with an authorized IP or validated device, increasing process security.
In addition, all timekeeping made via the web or mobile are automatically integrated into the system, without the need for manual entry, and are available for analysis, data processing and integration with salary processing.
Yes, InnuxTime HR is fully compliant with Portuguese and European labor legislation, ensuring that all platform features comply with current legal requirements, both with regard to working time management and the protection of employees’ personal data.
The software was developed based on the obligations provided for in the Portuguese Labor Code, namely:
The recording of daily working time, as stipulated in article 202, which imposes control of the start of and end of the work period, as well as breaks.
Compliance with legal limits on daily and weekly work, including the management of overtime, mandatory rests and minimum intervals between shifts.
documentation and traceability of attendance records, which may be required in the event of inspection by the ACT (Authority for Working Conditions).
InnuxTime HR was developed to meet the legal requirements regarding working time management, ensuring that companies comply, in a rigorous and automated manner, with the provisions of the Portuguese Labor Code, the standards of the General Data Protection Regulation (GDPR), and, where applicable, the terms of collective labor agreements or sectoral conventions.
By automating time recording, the system ensures the exact compliance with contractually defined schedules, including employee entry, exit and break times. This record is made accurately and reliably, through physical terminals or mobile and web devices, allowing the company to maintain strict control over the number of hours worked per day and per week. In addition, the system automatically applies the rules for verifying compliance with legal limits, alerting to situations in which an employee exceeds the maximum hours allowed or does not comply with the minimum rest periods required between shifts.
InnuxTime HR also allows you to configure and monitor the performance of overtime, ensuring that it is duly authorized and does not exceed the current legal or contractual limits. The management of mandatory breaks is also included, allowing minimum rest times to be defined within the working day and ensuring compliance with the legal provisions applicable to continuous working hours.
It is important to mention that the flexibility of InnuxTime HR also allows specific rules and configurations to be adapted according to the reality of each company, ensuring compliance with internal regulations, collective agreements or sectors with special labor regimes, such as shift work, night work or teleworking.
The attendance records generated by InnuxTime HR are stored in a secure and organized manner, fully respecting the legal deadlines defined by Brazilian legislation. In accordance with the provisions of the Labour Code, as well as the guidelines of the Authority for Working Conditions (ACT), companies are required to keep records of working time — including entries, exits, breaks and on-call times — for a minimum period of 5 years.
This period is intended to ensure that, in the event of inspection, audit or labour dispute, the company is able to present reliable evidence of compliance with legal obligations relating to working time, in particular with regard to the number of hours worked, overtime, rest times and management of absences or absences.
InnuxTime HR allows the storage of this data in a fully secure, centralized and encrypted manner, ensuring that it is protected against unauthorized access and improper changes. The system also maintains a complete and auditable history of time records, which can be consulted or exported at any time by users with assigned permissions, namely human resources teams, managers and the employee themselves.
Yes, InnuxTime HR is fully prepared to respond to the legal requirements imposed by the Authority for Working Conditions (ACT), allowing the generation of complete reports, organized and formatted according to the criteria established by this regulatory body.
Brazilian labor legislation requires companies to keep reliable and up-to-date records of their employees’ working time, including the start and end of each shift, breaks, overtime and absences. These records must be accessible and available whenever requested by ACT, particularly during regular inspections or extraordinary audits.
With InnuxTime HR, it is possible to generate these reports quickly, automatically and according to the required parameters, ensuring that the information presented is clear, complete and legally valid.
This feature not only significantly reduces the time and effort spent by HR departments in inspection situations, but also contributes to an active and transparent compliance stance on the part of the company.
It is important to highlight that, by maintaining an auditable and accessible history, InnuxTime HR reinforces the organization’s ability to respond effectively to any legal requirement, avoiding penalties and reinforcing its institutional credibility.
Yes, InnuxTime HR was developed to ensure strict compliance with legal regulations regarding working time, namely with regard to minimum rest times and maximum working hours, as established in the Portuguese Labour Code and applicable collective agreements.
The system allows you to configure, in a personalized way, the rules for:
Daily rest, ensuring that between two consecutive shifts there is the legally required interval (generally 11 hours);
Mandatory weekly rest, generally corresponding to a minimum of 24 consecutive hours, plus the daily rest hours, according to the regime applicable;
Intra-shift breaks, that is, breaks during the working period (for example, 1-hour break in shifts longer than 6 hours);
Maximum daily and weekly working limits, including management and control of overtime, which may not exceed legal or contractual ceilings.
Yes, Innux constantly monitors developments in employment legislation and applicable regulations, both at national and European level, ensuring that InnuxTime HR is updated whenever necessary to remain in full legal compliance.
Whenever changes are introduced in the Labor Code, new regulatory obligations, or community directives with an impact on the management of working hours, attendance, data protection or labor rights, the Innux technical and legal team analyzes the impact of these changes and proactively implements the necessary updates in the system.
These updates may include:
New rules for calculating or controlling hours, rest times or overtime;
Changes to reports required by competent authorities, such as the ACT (Authority for the Conditions of Employment). Work);
Adjustments to the retention and processing of personal data, in accordance with the GDPR;
Integration of new legally recognized work regimes, such as hybrid work, time banks or new models for organizing working time work.
Updates are made available to customers automatically and transparently, without the need for local technical intervention, ensuring that all companies using InnuxTime HR continue to comply with legislation without additional effort and without risk of default.
Yes, InnuxTime HR has been designed with a highly flexible and configurable structure, which allows it to easily adapt to the specific requirements of collective bargaining agreements, company agreements and special employment regimes applicable to different sectors of activity or professional groups.
Many companies operate under the framework of collective agreements that determine their own rules for organizing working time, such as differentiated schedules, specific rest periods, rotating shifts, different overtime limits, rules for compensating for night work, among others. In these contexts, it is essential that the point management system is capable of automatically monitoring and applying these rules, without compromising legal and operational compliance.
InnuxTime HR allows you to configure:
Custom schedules by sector, team or employee, including special shifts and adaptability regimes;
Differentiated rules for daily and weekly rest, as provided for in collective agreements;
Management of individual or group time banks;
Validation and calculation processes adjusted to the conditions of the collective agreement or internal company regulations.
Companies in Portugal are legally required, under the Labor Code, to maintain a reliable, complete and up-to-date record of their employees’ working hours. This requirement applies to all workers, regardless of the type of contract (permanent, fixed-term, part-time, teleworking, among others), and is intended to ensure compliance with legal working hours limits, promote health and safety at work, guarantee the employees’ labor rights and facilitate control and inspection by the competent bodies.
1. Daily record of working hours
The company must record, in a clear and verifiable manner, the start and end times of each employee, including breaks, mandatory intervals, overtime and night work, when applicable. The record must accurately reflect the hours actually worked and not just the contractual hours. This data can be collected manually, such as time sheets, or preferably by digital systems that guarantee greater precision, reliability and automation, such as time management software.
2. Retention of records
Records of working time must be kept for a minimum period of five years, as required by employment law, to ensure that in the event of audits, inspections by the ACT (Working Conditions Authority) or employment disputes, there is reliable documentary evidence of the hours actually worked by employees.
3. Immediate availability for inspection
Records must be organized and available at any time for presentation to the appropriate inspection bodies. The absence of records, or their failure to present them during an inspection, constitutes a serious contravention, subject to fines and legal sanctions that may have a financial and reputational impact on the company.
4. Compliance with legal working limits
Companies must use the records to monitor and ensure compliance with legal standards on working hours, namely:
The limit of 8 hours per day and 40 hours per week of work normal;
The obligation of a minimum rest interval of 1 hour after 6 consecutive hours of work;
The granting of mandatory weekly rest and compliance with legal holidays;
The control of overtime, respecting the maximum legal limits and expected compensations;
The adequate management of hours bank, flexible hours or shift schedules, when applicable.
5. Processing of personal data and GDPR
Attendance data concerns the professional and personal lives of employees and is therefore considered sensitive personal data, subject to the rules of the General Data Protection Regulation (GDPR). Companies must ensure that this data is collected, stored and processed securely, with restricted access, legitimate purposes and clear retention policies. They must also ensure the rights of data subjects, such as access, rectification or deletion of records, where legally applicable.
Complying with these legal obligations is not just a regulatory requirement — it is also good management practice, which contributes to internal transparency, respect for employees’ rights and the prevention of labor disputes. Furthermore, it allows the company to demonstrate good faith in audit or inspection processes, reducing the risk of fines and litigation.
Yes. alert that supports compliance with the Portuguese Labor Code and other applicable legal obligations.
In addition, InnuxTime HR generates analytical reports and dashboards that facilitate the visualization of irregular behaviors, anomalies or risk patterns, enabling proactive action by the human resources department or the company’s management.
With these functionalities, the system becomes a strategic ally in compliance with the law, reducing the risk of sanctions in case of inspections by the ACT (Authority for Working Conditions), and contributes to a more transparent, ethical personnel management aligned with the best labor practices.
The lack of effective and reliable control of employee attendance represents a significant risk for any organization, both from a legal and financial point of view, as well as at an operational, strategic and reputational level. Attendance management is not just about recording entries and exits — it is an essential process to ensure compliance with labor legislation, internal equity, cost control and human resource efficiency.
Among the main risks of not properly controlling attendance, the following stand out:
The implementation of a digital solution, such as InnuxTime HR, allows automating and standardizing attendance registration, offering accurate reports, irregularity alerts, integration with HR systems and guarantees of legal compliance. This approach contributes to more efficient, fair management that is prepared to meet the legal and operational requirements of today’s market.
InnuxTime HR can be installed locally, on the company’s own server, offering total control over data, high information security and the possibility of customization according to the internal infrastructure.
However, the solution can also operate in a cloud environment, allowing greater flexibility, remote accessibility and reduced costs with physical server maintenance. The choice between local or cloud installation depends on the specific needs and technological strategy of each company.
The InnuxTime HR implementation process includes the following phases:
For installation on your own server, the requirements depend on the number of users and the size of the installation, but generally include:
For installation on a cloud server:
Yes. This capability ensures a safe, efficient and loss-free transition, ensuring historical continuity and data integrity.
Innux ensures the import and reorganize relevant data so that it is perfectly integrated and functional on the new platform. This includes, for example:
Historical attendance records (entries, exits, absences, overtime);
User and employee profiles;
Custom rules and schedules;
Vacation, leave and absence records;
Terminal and access settings;
Reports and documents associated with time history.
During the migration process, strict data validation, verification and cleaning criteria are applied, minimizing the risk of inconsistencies and ensuring that only relevant and structured information is transported to the new system. Furthermore, all operations are carried out with complete security and in compliance with GDPR, ensuring the protection of employees’ personal data throughout the process.
In short, if you already use a previous Innux solution, you can upgrade to InnuxTime HR with complete confidence, maintaining all your history and benefiting from a more modern, robust and functional platform — without compromising existing data.
Yes.
From the first contact until the system goes into production, customers can count on direct support from the Innux technical team, which ensures that all stages are carried out with safety, efficiency and total adaptation to the company’s reality. The process includes:
Technical installation of the software, both on local servers and in cloud environments, depending on the client’s infrastructure and preferences;
Customized system configuration, including schedules, shifts, user profiles, internal rules, vacation policies, alerts and integrations with other systems (e.g. ERPs or payroll platforms);
Connection and parameterization of physical equipment, such as time and/or access terminals, biometric readers or RFID devices, when applicable;
Data migration (if coming from a previous Innux solution), ensuring the integrity and continuity of information;
Functional testing and validation, ensuring that the system is working correctly before being used in a real environment;
User-oriented training, both for HR managers and managers, as well as for the employees themselves, allowing for a faster and more effective adoption of the solution.
Throughout the process, Innux technicians work closely with the client’s teams, ensuring an installation adjusted to the organization’s operational and legal needs, and minimizing any impact on the activity daily.
Furthermore, after installation, the customer maintains access to the ongoing technical support service, to clarify doubts, resolve any difficulties and monitor future updates.
The time required to install InnuxTime HR may vary depending on the complexity of the project, number of employees, organizational structure of the company and the technology resources already in place. However, in most cases, a standard installation can be completed in a single day, allowing the solution to become operational quickly and efficiently.
In simpler projects — with a single location, a small number of users, and minimal integration with other systems — deployment is straightforward and agile. In these situations, the process includes software installation, initial configuration, connection to point terminals (if applicable), and basic training of key users.
However, in larger projects, installation may require more time for analysis, detailed configuration, testing, and validation. In these cases, the timeframe may extend to several days depending on the degree of customization requested.
InnuxTime HR is designed to meet the needs of companies with multiple branches, delegations or geographically distributed operating units, offering a fully centralized, scalable solution that is accessible from any location.
The platform allows all information — including attendance records, schedules, shifts, vacations, absences and reports — to be centrally managed on a single server or cloud environment, ensuring data consistency, global visibility and unified control across the organization.
Access to the system is done via browser or web application, allowing users from different locations to access the platform in real time, based on previously defined access profiles and permissions.
In addition, InnuxTime HR allows the association of specific rules by location or unit, such as different schedules, specific shifts or regional holidays, without compromising the consistency of the overall structure. Each location can also have its own time recording equipment (biometrics, RFID, etc.), all interconnected with the central system.
Yes. The configuration of the time and access control terminals is carried out by the specialized technical team at Innux, ensuring that the entire process is carried out correctly, safely and adapted to the company’s reality. This configuration is a fundamental part of the implementation of the solution, as it ensures efficient communication between the hardware (terminals) and the InnuxTime HR software, allowing the automatic and reliable recording of entries, exits, breaks, access to restricted areas and other relevant events.
During the installation, the technical team performs:
Physical configuration of the equipment, including wall installation, connection to the electrical network and communication via TCP/IP or Wi-Fi;
Association of terminals with specific zones, departments or doors, according to the access plan defined by the company;
Integration with InnuxTime HR software, allowing all records made on the terminals to be sent in real time to the central system;
Configuring authentication methods, such as biometrics (fingerprint), RFID cards, PIN codes or QR codes;
Functional validation and simulation tests of markings, to ensure that devices are registering correctly and that information is being processed as expected;
Training and initial technical support, so that those responsible for the company know how to use the equipment and resolve simple day-to-day situations.
This approach ensures a solid implementation, avoiding configuration errors, communication failures or security limitations. In addition, the terminals provided by Innux are fully compatible with InnuxTime HR, which allows you to make the most of the available resources and maintain a stable and integrated technological environment.
Whenever necessary, Innux also offers maintenance, reconfiguration or remote and in-person technical support services, ensuring the continued correct operation of the equipment over time.
It is not necessary to install any application on your computer to use InnuxTime HR. The system was developed with a 100% web interface, which means that it can be accessed directly through an internet browser, such as Google Chrome, Microsoft Edge, Mozilla Firefox or Safari, without the need for local installation.
This approach allows for more flexible and simplified use, requiring only an internet connection and access credentials to enter the system. Access via browser ensures full compatibility with different devices, such as desktop computers, notebooks, tablets or smartphones, automatically adapting to the screen size through a responsive design.
In addition, this solution facilitates centralization of management, allowing users from different departments, locations or even working remotely to access the system in real time, with total security and without worrying about local software updates.
Yes. InnuxTime HR was designed with a flexible and scalable architecture, allowing new time and attendance terminals to be added at any time, even after the initial installation of the system. This expansion capacity is essential to keep up with business growth, the opening of new facilities or the need to reinforce control in specific areas.
Adding new terminals is a simple process, carried out with the support of the Innux technical team, which ensures:
The Physical installation of the equipment in the desired location (biometric, RFID, PIN, among others);
The Full integration with the database InnuxTime HR, allowing new terminals to communicate in real time with the central system;
Setting access permissions, schedules and user groups associated with the new terminal;
Performing functional testing and validation, to ensure that the terminal is correctly installed, synchronized and ready for use.
Yes. InnuxTime HR was developed with a flexible architecture and oriented towards integration with external systems, namely ERP, payroll (salary processing) software and other human resources solutions.
The system has specific integration modules, which allow the automatic and secure exchange of data with platforms already existing in the company. This communication can be carried out through:
APIs (application programming interfaces), which ensure real-time synchronization;
Export/import files, configurable according to the customer’s needs;
Direct connections to databases, allowing queries and updates according to defined business rules.
With these features, InnuxTime HR ensures the efficient transfer of data such as:
Working times and attendance;
Overtime and compensatory time;
Justified and unjustified absences;
Vacation, time off and other types of absence.
These integrations facilitate the automation of processes administrative, reduce manual errors and optimize the flow of information between departments, contributing to more agile, coherent and efficient human resources management.
No. InnuxTime HR was developed to work natively and fully integrated with Innux terminals, ensuring maximum reliability, security and compatibility between hardware and software.
Innux equipment — such as biometric readers, terminals with RFID cards, PIN or QR Code readers — communicate directly with the platform, ensuring real-time synchronization, automatic timekeeping registration, customized access control and specialized technical support.
Due to the specificities of communication, data encryption and proprietary protocols used, integration with equipment from other manufacturers is not guaranteed, which may compromise the proper functioning of the system, data integrity and the technical support provided by the Innux team.
If the company uses terminals that are not from Innux, it is recommended to replace them with our equipment, in order to ensure full integration and take advantage of all the platform’s features.
Yes, it is possible to export data and reports in PDF format through our platform. This feature was developed to facilitate the sharing and storage of information in an organised and secure manner. When generating a PDF report, the user obtains a document with a careful presentation, respecting the layout, filters applied and formatting defined at the time of export. This option is especially useful for analysis, archiving or presentation to other entities, always ensuring the integrity of the information presented.
No. At this time, the platform does not yet allow direct export of data or reports in Excel format. We recognise that this feature could be useful in certain contexts, particularly for editing data in spreadsheets or integrating with other tools. Although it is not currently available, this is a possibility that is being considered for future platform updates, with the aim of offering greater flexibility and responding to the specific needs of our users.
Yes. InnuxTime HR allows the integration of vacation, shift and absence calendars with other platforms and corporate calendars, such as Microsoft Outlook and Google Calendar.
This feature allows data managed in the system — such as approved vacation periods, work schedules, planned or unplanned absences — to be automatically synchronized with the calendars used on a daily basis by employees and managers, allowing:
Greater visibility and real-time planning;
Reduced scheduling conflicts;
Easy team management and resources;
Integrated access between areas such as HR, team coordination and operational directors.
In this way, InnuxTime HR contributes to a more fluid, collaborative and centralized management, promoting organizational efficiency and transparency in human resources planning.
InnuxTime HR can be integrated with Innux terminals and access control systems, allowing for centralized and secure management of physical access to buildings, departments, restricted areas or sensitive areas of the organization.
Through this integration, it is possible to:
Define custom access profiles, based on roles, schedules, days of the week or authorization levels;
Assign specific permissions by user or group, ensuring that only authorized people access certain areas;
Record and monitor all entry and exit events, with detailed and real-time history;
Synchronize attendance and access data in a single system, facilitating behavior analysis, audits and compliance reports.
This feature makes InnuxTime HR not only a time management tool, but also a robust solution for increasing organizational security and optimizing the control of human resources and physical space.
Integration can be done with various models of biometric terminals, RFID cards, QR codes and other compatible devices, adapting to the reality of each company.
Yes. InnuxTime HR was developed with a responsive and adaptable web interface, ensuring full compatibility with the main browsers on the market, such as:
Google Chrome
Microsoft Edge
Mozilla Firefox
Safari
This compatibility ensures a smooth, stable and secure user experience, regardless of the browser or operating system used.
In addition, the system can be accessed via desktop computers, notebooks, tablets or smartphones, allowing users to access its resources anywhere and at any time. The responsive design automatically adapts to the screen size, optimizing navigation and usability for both administrative users and employees.
This flexibility makes InnuxTime HR a highly accessible and versatile tool, ideal for companies with mobile teams, hybrid work models or multiple geographic locations.
As long as the time clocks are Innux brand equipment, yes. InnuxTime HR was developed to operate natively and fully integrated with Innux terminals, ensuring direct, efficient and real-time communication.
This integration ensures:
Full compatibility with all equipment features, including:
Biometric reading (fingerprint);
RFID cards;
PIN codes or QR codes;
Automatic synchronization of attendance and access data, without the need for manual processes;
Centralized management of employees, schedules, permissions and events;
Specialized technical support to ensure stability and continuous evolution of the solution.
If the If existing time clocks are not from the Innux brand, it is recommended to evaluate the possibility of replacement or technical analysis to verify the feasibility of partial integration, although this may be limited.
With Innux terminals, InnuxTime HR reaches its maximum performance and reliability potential, offering a complete and integrated solution for time management and access control.
Yes. The Innux technical team provides full support in the configuration, implementation and maintenance of integrations between InnuxTime HR and other systems used by the company, ensuring that all data flows are correctly established, secure and aligned with the client’s operational needs.
This support includes:
Technical analysis of the systems to be integrated, such as ERPs, payroll software, human resources platforms, accounting, business intelligence or corporate calendars (e.g. Microsoft Outlook or Google Calendar);
Defining integration points (data to be sent or received), such as work schedules, absences, vacations, scales, employees, profiles or departments;
Mapping of fields and data formats, to ensure compatibility between systems;
Configuring APIs, web services or automated export/import mechanisms, according to the most appropriate integration model;
Technical testing and functional validation, ensuring that information flows correctly and in real time (or in scheduled cycles, as applicable);
Technical documentation of the integration, for future support or intervention by external IT teams of the company.
Yes, it is possible to integrate Power BI with our platform, providing users with a powerful tool for data analysis and visualization.
Power BI is a Business Intelligence solution developed by Microsoft that allows you to transform raw data into dynamic and interactive visual insights. Through customizable dashboards, graphical reports, and real-time analytics, Power BI helps organizations track key performance indicators (KPIs), identify patterns, and make more informed decisions.
Our platform allows data to be extracted and made available in a structured manner, whether through APIs (application programming interfaces), direct connections to the database or export files. This data can then be integrated into Power BI, allowing users to create visualizations tailored to their needs, cross-reference information with other external sources and monitor the evolution of processes in a clear and intuitive way.
This integration is especially useful for management, HR or operations teams who want to have a global and strategic view of the data generated daily by the platform. In addition, Power BI allows you to schedule automatic updates, ensuring that dashboards are always synchronized with the latest data from the operation.
O InnuxTime HR está disponível em diferentes modelos de licenciamento, adaptando-se à realidade e às necessidades específicas de cada organização. As opções incluem:
SaaS (Software as a Service):
O sistema é alojado na cloud e totalmente gerido pela equipa técnica da Innux, garantindo um serviço contínuo, fiável e seguro. Esta modalidade assegura acesso remoto protegido, atualizações automáticas e elimina a necessidade de infraestrutura local.
Todos os custos de suporte técnico, manutenção preventiva e corretiva, bem como atualizações evolutivas do software, estão incluídos nesta modalidade, proporcionando uma solução previsível, escalável e sem preocupações para o cliente. Ideal para empresas que valorizam a simplicidade de gestão e a otimização de recursos tecnológicos.
On-Premise:
A solução é instalada nos servidores locais da empresa, proporcionando controlo total sobre os dados, a infraestrutura e os acessos internos. É uma opção recomendada para organizações com políticas de segurança mais exigentes ou requisitos específicos de alojamento e conformidade.
Este modelo de licenciamento inclui apenas os custos de licenciamento e atualizações de software. Os serviços de suporte técnico e manutenção, caso sejam necessários posteriormente, são adquiridos separadamente, conforme as necessidades da empresa.
Licenciamento por Subscrição Anual:
Esta modalidade permite a utilização do sistema mediante o pagamento de uma subscrição anual, que inclui o licenciamento e as atualizações do software ao longo do período contratado.
Tal como no modelo On-Premise, os serviços de suporte técnico e manutenção corretiva ou evolutiva não estão incluídos por defeito, podendo ser contratados à parte, conforme as exigências operacionais da organização.
O modelo de licenciamento do InnuxTime HR é flexível e adaptado à realidade de cada empresa. Regra geral, o licenciamento é calculado com base no número de colaboradores ativos na plataforma, ou seja, aqueles que estão registados e cuja informação está a ser gerida ativamente pelo sistema.
Além disso, o licenciamento pode também considerar outros fatores, como:
A quantidade e tipo de módulos funcionais adquiridos;
O número de localizações físicas ou unidades operacionais a integrar;
A necessidade de funcionalidades específicas ou integrações personalizadas.
Esta plataforma permite uma personalização do licenciamento conforme a estrutura, dimensão e complexidade da empresa, garantindo um investimento justo e alinhado com as reais necessidades do cliente.
Caso a organização cresça ou se reestruture, é possível ajustar o licenciamento de forma escalável, assegurando total flexibilidade na evolução da solução ao longo do tempo.
Sim. A Innux disponibiliza uma demonstração funcional ou ambiente de teste do InnuxTime HR, permitindo que as empresas explorem o sistema de forma prática antes de avançarem para a aquisição.
Este ambiente de demonstração é configurado para apresentar as principais funcionalidades da plataforma, incluindo:
Registo e controlo de tempos;
Gestão de férias e ausências;
Visualização de relatórios e dashboards;
Simulação de escalas, turnos e permissões de acesso.
A demonstração pode ser orientada por técnico especializado, garantindo que os utilizadores compreendam o funcionamento da solução e possam validar a sua adequação aos processos e necessidades específicas da organização.
Este processo permite às empresas tomar uma decisão informada, com total confiança na eficácia, facilidade de uso e valor acrescentado que o InnuxTime HR pode trazer à sua gestão de recursos humanos.
Sim e não, dependendo do modelo de licenciamento escolhido para o InnuxTime HR.
No modelo SaaS (Software as a Service), não existem custos adicionais para suporte ou atualizações. Todos os serviços de suporte técnico, manutenção preventiva e corretiva, bem como atualizações evolutivas do software, estão incluídos na subscrição. Esta modalidade oferece uma solução com tudo incluído, garantindo previsibilidade de custos e gestão simplificada.
Nos modelos On-Premise e Subscrição Anual, o licenciamento inclui apenas os custos do software e das respetivas atualizações. Os serviços de suporte técnico e manutenção — seja corretiva, preventiva ou evolutiva — não estão incluídos por defeito, sendo contratados separadamente, de acordo com as necessidades e preferências da empresa.
Esta abordagem permite ajustar os serviços ao nível de autonomia e exigência de cada organização, oferecendo flexibilidade e controlo sobre o investimento a realizar.
Sim. O InnuxTime HR foi concebido para ser uma solução flexível e escalável, permitindo que o plano de licenciamento seja ajustado a qualquer momento, em função do crescimento da empresa, da reestruturação organizacional ou da necessidade de novas funcionalidades.
É possível:
Adicionar mais utilizadores ativos, à medida que a equipa cresce;
Incluir novos módulos funcionais, como controlo de acessos, gestão de férias, turnos, entre outros;
Migrar entre modelos de licenciamento, por exemplo, de On-Premise para SaaS, conforme a evolução das necessidades técnicas e estratégicas da organização.
A transição entre planos é feita de forma segura, com total preservação dos dados históricos, configurações e personalizações existentes. As equipas técnicas e comerciais da Innux acompanham todo o processo, garantindo uma migração tranquila, sem interrupções no serviço e com todo o apoio necessário à adaptação.
Este modelo permite que a solução evolua lado a lado com o cliente, assegurando continuidade, escalabilidade e rentabilidade ao longo do tempo.
As atualizações de software estão incluídas em todas as modalidades de licenciamento do InnuxTime HR, independentemente de se tratar do modelo SaaS, On-Premise ou Licenciamento por Subscrição Anual.
No modelo SaaS (Software as a Service), as atualizações são automáticas e fazem parte do serviço completo disponibilizado pela equipa técnica da Innux. Além das atualizações, este modelo inclui também suporte técnico e manutenção contínua, sem custos adicionais, garantindo uma solução sempre atual, segura e otimizada.
Nos modelos On-Premise e Subscrição Anual, o valor do licenciamento também inclui as atualizações do software, assegurando que o cliente tem acesso às novas versões, melhorias funcionais e evoluções tecnológicas durante o período contratado.
Contudo, é importante destacar que, nestes dois modelos (On-Premise e Subscrição Anual), os serviços de suporte técnico e manutenção corretiva ou evolutiva não estão incluídos por defeito, podendo ser contratados separadamente sempre que necessário.
Desta forma, o InnuxTime HR garante que todas as empresas, independentemente do modelo escolhido, beneficiam da evolução contínua do sistema, com acesso regular a novas funcionalidades, correções e melhorias de desempenho.
Caso o número de colaboradores ativos na plataforma ultrapasse o limite definido no plano de licenciamento atual, será necessário proceder a um ajuste de licenciamento.
Este processo é rápido, transparente e sem interrupção do serviço, podendo ser feito a qualquer momento, com o apoio da equipa técnica e da equipa comercial da Innux. O licenciamento será então atualizado para o correspondente ao novo número de utilizadores, ajustando-se o valor da subscrição ou licença de acordo com a nova dimensão da empresa.
Este modelo escalável permite que a solução evolua de forma natural com o crescimento da organização, sem restrições técnicas ou administrativas. O objetivo é garantir que o InnuxTime HR continua a responder eficazmente às necessidades reais da empresa, mantendo todos os colaboradores devidamente registados, geridos e monitorizados na plataforma.
Além disso, é possível integrar novas unidades, departamentos ou localizações dentro da mesma estrutura, sempre com flexibilidade contratual e técnica.
Caso o número de colaboradores ativos na plataforma ultrapasse o limite definido no plano de licenciamento atual, será necessário proceder a um ajuste de licenciamento.
Este processo é rápido, transparente e sem interrupção do serviço, podendo ser feito a qualquer momento, com o apoio da equipa técnica e da equipa comercial da Innux. O licenciamento será então atualizado para o correspondente ao novo número de utilizadores, ajustando-se o valor da subscrição ou licença de acordo com a nova dimensão da empresa.
Este modelo escalável permite que a solução evolua de forma natural com o crescimento da organização, sem restrições técnicas ou administrativas. O objetivo é garantir que o InnuxTime HR continua a responder eficazmente às necessidades reais da empresa, mantendo todos os colaboradores devidamente registados, geridos e monitorizados na plataforma.
Além disso, é possível integrar novas unidades, departamentos ou localizações dentro da mesma estrutura, sempre com flexibilidade contratual e técnica.
Technical support can be contacted by telephone (North: +351 229 812 220 or South: +351 214 601 539) or via our email (suporte@innux.com). All contact details are provided at the time of installation and are also included in the support contract and on our website.
By choosing to purchase InnuxTime HR through a subscription model, the company benefits from a complete set of support and ongoing monitoring services, which ensure the proper functioning and constant evolution of the solution. This support may include:
Innux technical support operates on business days, from 9am to 6pm, with assistance by telephone (North: +351 229 812 220 or South: +351 214 601 539), by email (suporte@innux.com), by remote access or by in-person technical assistance duly requested.
Yes. Innux offers on-site technical assistance whenever necessary, as part of its commitment to a complete and close-to-customer service.
This type of intervention is particularly recommended for situations such as:
Hardware installation and configuration (e.g. time clocks, access controllers, biometric readers);
Technical support for larger or complex projects, with multiple devices or integrations;
On-site troubleshooting, requiring direct diagnosis and physical intervention;
In-person technical training for operational teams or administrators system.
On-site technical assistance may be included in certain support contracts, or budgeted separately, depending on the licensing modality and service licensing level contracted.
The Innux technical team acts with professionalism, speed and specialized knowledge, ensuring that any on-site intervention is effective, minimally intrusive and focused on the customer’s operational continuity.
The average response time to support requests at InnuxTime HR varies according to the priority and nature of the reported incident, ensuring effective management aligned with the impact on the solution’s operation.
In general:
Low to medium priority requests (such as operational questions, minor fixes, or functional support) are responded to within 4 to 8 business hours, within technical support hours.
Critical incidents — those that directly affect system operation, user access, or data integrity — receive top priority, with accelerated and immediate response whenever possible, in order to minimize impacts on the company’s operations.
The Innux support team is organized to ensure an efficient response and specialized technical support, with dedicated channels for reporting incidents, monitoring the status of orders and escalation according to urgency.
Yes. InnuxTime HR is subject to regular updates, ensuring that the platform remains technologically up-to-date, functionally evolved and legally compliant with current legislation.
The updates cover several areas, namely:
Legal updates:
Continuous monitoring of relevant legislative changes, such as new rules of the Labor Code, regulations on working hours, processing of personal data (GDPR), among others, ensuring that the system meets the applicable legal and tax requirements.
Functional and security improvements:
Continuous optimization of system performance, correction of possible anomalies, reinforcement of data security and usability, based on user feedback and evolving industry best practices.
New Features:
Introduction of new tools, modules and features that enrich the user experience and increase the system’s ability to respond to different contexts and operational needs.
These updates are made available on an automatic in the SaaS model, and also included in the On-Premise and Annual Subscription models, according to the contracted terms. In all cases, Innux ensures a controlled process, with prior validation, documentation and technical support whenever necessary.
No. Innux technical support is exclusively responsible for issues related to the operation of the InnuxTime HR software and the devices and equipment provided by Innux (such as time and attendance terminals, biometric readers, access controllers, etc.).
Problems with the internal network, servers, routers, internet connections or IT infrastructure of the company are outside the scope of Innux support, and must be resolved by technical team or IT provider responsible for the customer’s local infrastructure.
However, the Innux support team can collaborate with the company’s IT managers, whenever necessary, to help identify the origin of a problem or ensure correct configuration of the environment in which the system operates.
This intervention limit ensures specialized, effective action within the scope of contractual responsibility, guaranteeing the best possible support within Innux’s competence.
InnuxTime HR is fully compliant with the General Data Protection Regulation (GDPR), ensuring that all platform features comply with legal requirements regarding privacy, protection and processing of employees’ personal data.
The system was developed with an approach focused on security and transparency, integrating a set of specific features to ensure compliance with the legal obligations provided for in the GDPR, namely:
Explicit and documented consent for the processing of sensitive data, whenever applicable;
Management of data subject rights, such as access, rectification, opposition, limitation of processing and the right to be forgotten;
Registration of processing activities, ensuring full traceability and accountability;
Strict access control, through user profiles, secure authentication and segregation of permissions;
Secure data storage, with encryption mechanisms, backups and retention policies defined;
Audits and action logs, for monitoring activities and supporting compliance processes.
Compliance with the GDPR is continuously monitored, through technical and procedural updates, ensuring that the system remains aligned with European legislation and good data protection practices.
The system implements multiple layers of security specifically designed to ensure data protection and integrity, including:
These integrated measures ensure effective defense against unauthorized access, improper manipulation and accidental loss, providing a secure and completely reliable environment for data management.
InnuxTime HR offers total flexibility regarding the location of data storage, adapting to the needs and policies of each organization. There are two main options:
Company-owned servers:
In this scenario, data is stored on the customer’s internal servers, allowing you full control over where and how data is stored, accessed, and managed. This option is ideal for organizations with specific security, compliance, or internal IT policy requirements, ensuring that all information remains within the company’s on-premises infrastructure.
Innux Cloud Servers:
When the system is hosted in the cloud, data is stored on secure and certified servers contracted by Innux, located in data centers that meet international standards for information security, redundancy, backups and high availability. This option guarantees a continuous service, with full technical management by Innux, including protection against failures, attacks and data loss.
In both options, data processing and storage fully comply with the General Data Protection Regulation (GDPR), with strict access, encryption and privacy protection policies.
The choice between local or cloud storage is made according to the technology strategy, legal requirements and level of autonomy desired by each client.
Yes. InnuxTime HR allows for a detailed and personalized configuration of access permissions per user, ensuring that each person accesses only the information and functionalities that are relevant to their role within the organization.
By creating user profiles, it is possible to define distinct access levels, such as:
Human Resources (HR): Full access to employee management, working hours, vacations, absences, reports and exports.
Department Managers: View and validate schedules and attendance of your direct team.
Supervisors: Control of entries/exits, occurrences and specific markings for your shifts or areas.
Employees: Access to their individual profile, where they can check vacation balances, attendance records and send requests.
The system also allows temporary or restricted access management, and maintains activity logs for auditing and traceability, reinforcing the principles of security, transparency and compliance with the GDPR.
This level of control contributes to a more organized, secure management aligned with the company’s good internal governance practices.
Not directly. InnuxTime HR does not perform automatic backups natively in the software itself. However, it is possible to implement external backup mechanisms, installed and configured by the Innux technical team or in collaboration with the client’s IT department.
These external solutions ensure that platform data is backed up periodically and securely, in accordance with the organization’s backup policies.
Although InnuxTime HR has been developed with an intuitive and easy-to-navigate interface, training is recommended, especially for users with configuration, analysis or data management responsibilities.
For profiles such as system administrators, human resources managers, department managers or supervisors, training allows:
Understand all the system’s functionalities and operational flows;
Explore advanced parameterization and report generation options;
Ensure efficient, consistent use in line with the company’s objectives.
On the other hand, to employees who only use the system to record their time, check vacation balances or send requests, its use is extremely simple and straightforward, requiring little or no additional support.
Innux offers in-person or remote training sessions, adapted to the user profile and the context of each company, in addition to support materials (textbooks, videos, frequently asked questions) that facilitate learning and promote user autonomy in their day-to-day activities.
Investing in initial training ensures a faster and more effective adoption of the solution, in addition to reducing operational errors and enhancing all the advantages of InnuxTime HR.
Yes, initial training is included with the purchase of InnuxTime HR. This training is designed to ensure that key users — such as administrators, HR managers, and team managers — are able to use the system effectively from the start.
Initial training can be delivered in-person or remotely, depending on the complexity of the project, the number of participants, and the client’s preference. During these sessions, the main topics required for the configuration, use and management of the system are covered, including:
Setting schedules, shifts and frequency rules;
Managing users and permissions;
Registration and validation of schedules, vacations and absences;
Report generation and data export.
It is important to note that this included training is only the initial one, at the time of purchasing the plan. Additional training — such as sessions for new employees or advanced training in specific modules — are not included by default and can be contracted later according to the company’s needs.
Innux also offers complementary materials, such as manuals, tutorial videos and technical support, which facilitate continuous learning and user autonomy.
Innux provides complete technical and functional training services, specially designed to ensure an effective, safe and adapted use of InnuxTime HR to the needs of each organization.
The trainings are modular and personalized, adjusting to the profile of the users involved, such as:
System administrators – focus on advanced configuration, parameterization of frequency rules, access permissions and integration with other systems;
Human Resources (HR) Managers – guidance on employee management, data analysis, vacation control, absences and report generation;
Supervisors and team managers – use of validation resources, team monitoring and scheduling tracking;
End users (employees) – practical and simplified training for timekeeping, order submission and balance or schedule inquiries.
These trainings can be carried out in person at the client’s facilities, on-site at Innux or remotely, with the support of experienced trainers and appropriate support materials (manuals, videos, practical guides).
In addition to the initial training included with the purchase of the software, Innux offers complementary or ongoing training services, ideal for:
New employees;
System updates or new modules;
Refresher sessions or in-depth thematic analysis.
Investing in training is essential to maximize the return on the solution, improve internal processes and ensure effective adoption by all users.
The duration of InnuxTime HR training varies depending on the complexity of the project, number of modules contracted and level of customization of the system to the company’s reality. On average, the training has a total duration between 2 and 8 hours, and can be adjusted according to the user profiles and their responsibilities in the system.
Innux provides a complete set of support materials designed to facilitate the use of InnuxTime HR for all user profiles, from administrators to occasional employees. These resources allow you to clarify questions independently, support new users and reinforce knowledge over time.
Materials include:
Detailed user manuals – with step-by-step explanations of the system’s features, illustrated with images and practical examples. There are versions adapted to different profiles (administrator, HR, supervisor, employee).
Tutorial videos – short, objective and easy to follow, visually explaining the main operations in the system (such as registering the time clock, sending vacations, approving absences, generating reports, etc.).
FAQs (Frequently Asked Questions) – with quick answers to the most common questions, organized by topics and regularly updated based on feedback from users. users.
Continuous technical support – available by phone, email or support portal, whenever necessary, to clarify more technical questions or follow up on specific situations that cannot be resolved through standard materials.
These resources contribute to a more autonomous, efficient and seamless user experience, allowing each user to make the most of the platform, regardless of their level of familiarity with technological systems.
