Clocking errors happen in every organisation. Someone forgets to clock out, a kiosk glitches during a busy shift, or a remote worker's clock-in lands on the wrong site. The question is not whether corrections will ever be needed, but whether your process for handling them is documented, fair and auditable. Tikkit provides a structured correction workflow where the employee initiates the request, the manager reviews it, and every step is permanently logged.
How an employee submits a correction request
From their personal dashboard, the employee opens the relevant day in their timeline and selects "Request a correction". They fill in a short form:
- the correct start time, end time or both,
- a mandatory written reason in their own words,
- an optional attachment such as a screenshot, email or photograph to support the request.
The original clock record, including its server-stamped timestamp, stays untouched and visible alongside the pending request. This matters for more than transparency: Belgian labour inspectors expect to see original data and any subsequent changes clearly distinguished, as we explain in our article on what a legally valid working-time record must contain. The request lands immediately in the manager's approval queue as a notification, without any silent edits to the underlying data.
How the manager reviews and decides
The manager sees a consolidated view of all pending correction requests across their team. For each request, they can see:
- the original clock record with its server timestamp,
- the employee's proposed new values,
- the written reason,
- the scheduled hours for that day as context.
The manager can approve, reject or send the request back to the employee with a question. On approval, Tikkit updates the timeline and automatically records the manager's name, the exact time of the decision and a reference to the original request. On rejection, the employee receives a notification with the stated reason.
This replaces the informal back-and-forth of WhatsApp messages or corridor conversations that leave no record. If you are curious about the broader admin savings this kind of structured flow delivers, our article on how much admin time managers save by automating approvals and rosters puts it in perspective.
The audit trail and why it holds up under scrutiny
Every action in the correction process is timestamped and written to an immutable log. That log contains:
- the original record with its server timestamp,
- the employee's request with date and motivation,
- the manager's decision with their name, the time of action and any comment,
- the final corrected value.
The log is searchable by employee, by date range and by modification type. During a social inspection, the employer can export it in minutes. This is increasingly relevant given that Belgium is moving toward mandatory working-time registration for all employers by 2027. Companies that build a clean correction process now will not need to retrofit their workflows under pressure later. Our overview article on what the 2027 deadline means for Belgian SMEs covers the regulatory background in full.
Practical questions from real teams
Can an employee request a correction for a period already submitted to payroll? No. Tikkit locks periods once they have been closed and passed to payroll processing, keeping the data consistent between time records and salary calculations.
What if the manager does not respond? An automatic reminder is sent after a configurable number of days. No request can sit unacknowledged indefinitely without the manager being prompted.
Can HR step in if needed? Yes. HR administrators with the appropriate permissions can escalate or handle a request themselves. Every action they take is logged with the same level of detail as a manager decision.
Does the employee see the final outcome? Always. Approved and rejected requests both generate a notification to the employee, closing the loop without any ambiguity about what was decided and why.
No time-tracking system eliminates clocking errors entirely. What a good system does is make every correction a documented, accountable action rather than a quiet edit in a spreadsheet that nobody can explain six months later.