Time clocks of any brand, badges, smartphones and the web feed an engine that applies the Luxembourg Labour Code, an AI that spots errors before payroll, and workflows that get each day approved by the right person. The ITM register, counters and payroll items are ready at month end.
Every punch is timestamped and signed at the source, kept as received, calculated by the rules engine, then approved and posted to counters and payroll.
Normal hours, overtime, night work, compensatory rest and earliest restart: the engine applies Luxembourg rules live.
Teaching simulation using a post’s default rules: early arrival not counted without a request, departure rounded down to the quarter hour, unpaid break. At a client, each rule is configurable (rounding, tolerances, breaks, collective agreement premiums).
Time clocks of any brand, badges already issued, access control, then smartphone, NFC tag, web, Teams and kiosk tablet.
Fixed hours and flexitime, POT, shift work, part time, on-call, night, Sunday, multi-entity and multi-agreement, with no development.
Missed punch, duplicate, insufficient rest, clocking during leave: the AI flags, explains and suggests. The employee corrects, the manager approves.
Counters, leave, overtime, payroll items, statutory register and exports flow to LuxApps, payroll or the fiduciary.
In an ITM or CNPD inspection, or a dispute, the employer exports the evidence instead of rebuilding it.
| Module | Obligations covered | Evidence produced |
|---|---|---|
| Statutory register | L.211-29 ; C-55/18 | Timestamped register per employee, PDF and CSV export |
| Hours and rest | L.211-5, L.211-12, L.211-16, L.231-11; Directive 2003/88, Art. 3 to 6 | Log of alerts and breaches, with the follow-up |
| Reference period and POT | L.211-6, L.211-7 | Versioned POT, proof of publication 5 days ahead |
| Flexitime | L.211-8, L.261-1 | Exact count, balances and carry-overs, delegation agreement archived |
| Overtime | L.211-22, L.211-23, L.211-27 | ITM request, delegation opinion, cover of hours worked, time off or pay choice |
| Sunday, holidays, night | L.231-4, L.231-7, L.232-2 ff., L.211-14 | Premiums and compensatory rest traceable to payroll |
| Protected groups | L.123-1 ff., L.333-1, L.336-1, L.344-7, L.344-15 | Blocks and alerts per profile, HR-only access |
| Leave and time savings | L.233-4, L.233-16, L.234-52, L.235-1 ff. | Counters, requests, approvals, history |
| Telework and cross-border | Agreement of 20.10.2020; 34-day tax thresholds; social security framework | Counter per country, alerts, certificates |
| Right to disconnect | L.312-9, L.312-10 | Configured regime, out-of-hours activity statistics |
| Posting of workers | L.142-2, L.142-3; Directive 2014/67, Art. 9 | Records per posted worker, in French or German |
| Predictable schedules | Directive 2019/1152, Art. 4 and 10 | History of schedules and notice periods |
| Data protection | L.261-1, L.414-9; GDPR Art. 5, 9, 13, 22, 35 | DPIA, notices, read receipts, access log, automatic purge |
| AI safeguards | AI Act Art. 4, 5(1)(f), 26(7), Annex III | AI notice, log of accepted or refused suggestions, systematic human approval |
Article-by-article detail is on the Labour law, GDPR and AI Act and EU framework pages.
Overtime under control, ITM and CNPD risk covered, no hardware investment.
Employees correct their own data, AI prepares the close, the register is ready for the ITM.
Payroll items checked before export, no re-keying, overtime cost tracked.
Approval by exception, in one tap on mobile.
Real-time counters, simple corrections, personal phone without tracking.
No continuous tracking, no central biometrics, no scoring.
SSO, sovereign hosting, open APIs, SOC monitoring.
DPIA, notices, retention periods and AI Act safeguards provided.
| Hardware integrator model | LuxApps Pointage | |
|---|---|---|
| Starting point | The terminal and its software | The HR process, from hiring to payroll |
| Hardware | Sells and installs its terminals | Reuses any brand, adds mobile and tablet if needed |
| Badges | Supplies its badges | Keeps the badges already in use |
| Clocking errors | Fixed by hand by HR | Detected by AI, corrected by the employee, approved by the manager |
| Employee master data | Interface or import to the HRIS | Native LuxApps: shared contracts, absences, access rights |
| Payroll | File export | Payroll items checked before export |
| Compliance | Up to the client | DPIA, employee information, ITM register, AI Act safeguards provided |
| Hosting | Client’s or integrator’s server | Luxembourg or EU, on-premises option |
| Security | Depends on the installation | Logging monitored by the Luxgap SOC |
You do not necessarily replace your current provider: terminal maintenance, access control and intrusion can stay with them. We replace their time software, or connect to it during the transition.
Luxapps develops LuxApps Pointage and integrates it with your HRIS. Its compliance is carried by Luxgap, the Luxembourg firm that runs our outsourced DPO and CISO mandates (GDPR, AI Act, NIS2, DORA): impact assessment, notices, CNPD file, draft delegation agreement and security monitoring by the Luxgap SOC.
Tell us which time clocks you use, how many sites you run and which agreements apply: we show you your own days calculated, down to the payroll file. Reply within 1 business day.
No. LuxApps Pointage connects to time clocks of any brand, to your current time software or to access control, and reads the badges already issued. Only end-of-life terminals are replaced.
The Labour Code requires a register of the start, end and length of daily working time that can be shown to the ITM (Art. L.211-29), and flexitime requires an exact count of hours worked (Art. L.211-8). The form of the system is free, as long as it is objective, reliable and accessible (CJEU, C-55/18).
Mobile is an option. Location is read only at the moment of clocking, NFC tags even allow clocking without GPS, and badge, tablet or a work phone remain available to anyone who declines.
We prepare the prior information, the CNPD file and the draft agreement from the scoping stage: the delegation sees the safeguards from the start (no continuous tracking, no central biometrics, no scoring).
No. It corrects data, scores no one and decides nothing: every suggestion is accepted, changed or refused by a human, and this can be checked in the log.
No: old and new systems calculate side by side over one or two payroll cycles, and every gap is explained before cut-over.
Collective agreements, cycles, on-call duty, multiple countries: everything is configurable, and every changed rule is simulated on history before it applies.
Terminal, gateway and mobile work offline: punches are timestamped and signed, then sent when the network returns.
In Luxembourg or the EU, in your private cloud or on premises, AI included. You remain the data owner; the provider acts as a processor (GDPR Art. 28).