Straight answers, including the awkward ones.

ClockedInOne is a cloud-based workforce management and HR platform. It combines employee records, time and attendance, rota planning, leave, payroll preparation, reporting, employee self-service and visitor management in one system, with separate admin and employee experiences and role-based access throughout.

Organisations that run shifts, multiple sites, or a mix of office, remote and field staff. It suits businesses from roughly 10 to several thousand employees, and is used across manufacturing, healthcare and care, retail, logistics, hospitality, education, construction and professional services.

Days rather than months for a standard configuration. The honest answer depends on how clean your employee, site and shift data is, we will tell you after seeing it. Data migration is included.

Yes. Book a 30-minute demo and we will run it against your own rota rather than a prepared dataset.

Yes. Admin training, employee onboarding materials and documentation come with every plan, along with hands-on migration support.

Biometric terminals (fingerprint, RFID and facial recognition), web punch with camera and GPS from any browser, and a mobile app with beacon-based authorisation. You can mix methods across sites, and hardware is optional.

Yes. The mobile app supports clocking with camera and GPS, and beacon authorisation for site work. Managers can approve punches from mobile too.

Missing or mismatched punches are flagged automatically against the rota. The employee raises a regularisation request from self-service and it routes through your approval chain, so only genuine exceptions reach a manager.

Yes. Rotas support rotating, split and overnight cross-day shifts, with week-off, leave and bank holiday awareness, and 24/7 operation.

Yes. Staff can request a swap with a colleague, mark themselves unavailable, and accept or decline shifts offered by a manager, all from the app and subject to approval.

Since 6 April 2026 employers must keep records of holiday taken, holiday carried over, holiday pay and any payments in lieu, for at least six years, and the Fair Work Agency enforces it. ClockedInOne holds the part that is hardest to reconstruct after the fact: the hours actually worked, the accrual those hours produced, and an audit trail of every correction. Holiday pay detail remains a payroll record, but the figures it starts from come from the attendance and leave data.

Yes, and that is the point. Approved attendance flows into payroll calculation with no re-keying, which is where the majority of payroll errors originate.

Yes. Accrual rules, tenure-based entitlements, attendance-based accrual, per-employee overrides, bank holiday sets and weekend logic are all configurable without code.

Yes. Staff download month-wise PDF payslips from self-service, which removes a large share of routine HR requests.

It prepares approved hours and pay data and hands them over. Many customers keep their existing payroll provider and simply stop re-keying into it.

Each tenant is isolated by company and subdomain, access is controlled by role down to individual features, multi-factor authentication is available, and policy and status changes are written to an audit trail.

Yes. Okta and SAML-based SSO are available on the Enterprise plan, alongside Google Workspace and Microsoft 365 identity sync.

Yes. Policy assignments, employment status changes and attendance events are logged with attribution, and the event sheet report gives auditors a tamper-evident history.

Per active employee, per month, by module. Time & Attendance, Rostering and HR are priced separately, and you can take any combination of them. Running two together earns a discount, and all three earns a larger one. Multi-site deployments, RLDatix Optima integration and biometric hardware are quoted separately.

Onboarding and data migration are included. Custom development is quoted separately with fixed pricing agreed before any build starts.

Yes. Add a module when you need it and the combination discount applies from that point. Billing follows active employee count, so it moves with your headcount.

No fixed term. Subscriptions run month to month and either side can end one with three months’ written notice, during which the service continues as normal.

Yes. A documented REST API is available, and custom integrations to any REST-based system can be built.