Skip to Content
Deadline 2027 Electronic time tracking · Odoo Gold Partner

Mandatory Time Tracking in Belgium: Get Your Business Compliant by 2027 with Niboo.

Badge tracking, QR or mobile, directly linked to your contracts, leave, and payroll in Odoo.

Odoo Gold Partner

Odoo Gold Partner in Brussels, integrating time tracking since Odoo 12.

Certified badge reader for electronic time tracking

Certified reader, delivered and configured

Badge, code or QR, synced with Odoo in real time.

m

Échéance 2027 Pointage électronique · Odoo Gold Partner

Pointage électronique obligatoire en Belgique : mettez votre entreprise en conformité pour 2027 avec Niboo.

Pointage par badge, QR code ou mobile, directement relié à vos contrats, vos congés et votre paie dans Odoo.

Odoo Gold Partner

Odoo Gold Partner à Bruxelles, nous intégrons le pointage depuis Odoo 12.

Lecteur de badge certifié pour le pointage électronique

Lecteur certifié, livré et configuré

Badge, code ou QR, synchronisé avec Odoo en temps réel.


Contexte

Ce que ça change concrètement pour vous

Une date visée, pas encore une loi

Le gouvernement vise le 01/01/2027, avec un délai jusqu'au 01/04/2027 pour les entreprises qui n'ont encore aucun système. Le texte reste un avant-projet : ni voté, ni publié au Moniteur belge à ce jour.

Tous les employeurs sont visés

Privé comme public, sans seuil de taille. Quatre employés ou quatre cents, même obligation. Le sort des cadres de direction et des représentants de commerce dépendra du texte final.

Le système reste à votre choix

Aucune pointeuse imposée. Application mobile, ERP, enregistrement après coup ou limité aux écarts d'horaire : tout est envisagé. Une seule exigence, un système objectif, fiable et accessible.

r

Context

What it actually means for you

A target date, not yet a law

The government is aiming for 1 January 2027, with a grace period until 1 April 2027 for companies that don't have any system yet. The text is still a preliminary draft bill: neither voted nor published in the Belgian Official Gazette to date.

Every employer is covered

Private and public sector alike, with no size threshold. Four employees or four hundred, same obligation. How senior management and sales representatives will be treated depends on the final text.

The system is your choice

No time clock required. Mobile app, ERP, after-the-fact recording or logging only deviations from the schedule: all of these are on the table. One requirement only: an objective, reliable and accessible system.


Where are you today?

You're already on Odoo

The Attendance module is already included in your license. Nothing to buy. Niboo activates it, configures it to your actual schedules, wires in your joint committee's exception rules, and connects it to payroll.

Process: Scoping → configuration → go-live.

Activate time tracking on my Odoo

You're not on Odoo

Buying a standalone time clock is just one more tool to reconcile with payroll every month. Better to use this deadline to set up a full HR foundation (employees, contracts, leave, attendance, payroll), scoped to just these five modules.

Process: The rest of Odoo can be added later, whenever you decide.

Start my HR foundation

From badge to payslip, no re-entry

The device records, Odoo processes. One single flow, from clock-in to payslip.

1

The employee clocks in

RFID badge or QR code on the wall-mounted terminal, or from Odoo on computer and mobile. A few seconds, on arrival and departure.

2

Odoo calculates

Hours worked, breaks, exceptions, overtime according to your joint committee's rules. The manager validates any discrepancies.

3

Payroll fills itself in

The counters feed directly into payroll and the export to your social secretariat. Audit trail ready for an inspection visit.


Demander un devis pour notre solution de pointage →     En savoir plus sur Niboo


Un pointage qui couvre toutes vos équipes

Vos ouvriers n'ont pas d'écran, vos commerciaux ne passent pas au bureau. Niboo équipe les deux, et tout arrive au même endroit dans Odoo.






Terminal de pointage

Un terminal mural, pour les équipes de terrain

Atelier, entrepôt, cuisine, chantier. Sans écran ni téléphone professionnel, le pointage ne se fait pas tout seul. Le terminal rend le geste évident, en trois secondes à l'arrivée comme au départ.

  • ✓ Badge RFID ou QR code personnel : chaque passage est horodaté, sans aucune saisie
  • ✓ Connecté à Odoo en temps réel : fiches employés, contrats, congés et présences centralisés au même endroit
  • ✓ Les heures alimentent automatiquement la paie, fini la ressaisie en fin de mois
  • ✓ Le même terminal gère aussi les accès aux zones, employé par employé
Odoo sur ordinateur et mobile

Pointer en un clic, sur PC ou smartphone

  • ✓ Aucun matériel à acheter, aucune installation requise
  • ✓ Même base de données que le terminal : un historique unique pour toute l'entreprise
  • ✓ Chacun consulte ses propres heures et compteurs, sans passer par les RH
  • ✓ Géolocalisation du pointage activable si vos équipes se déplacent

A time-tracking system that covers all your teams

Your workers don't have a screen, your salespeople don't come to the office. Niboo equips both, and everything arrives in the same place in Odoo.

Odoo on computer and mobile

Clocking in with a single click on PC or smartphone

  • ✓ No equipment to buy, no installation required
  • ✓ Same database as the terminal: a single history for the entire company
  • ✓ Everyone can check their own hours and counters, without going through HR
  • ✓ Geolocation of clocking in can be activated if your teams are traveling
Clocking terminal

A wall-mounted terminal, for field teams

Workshop, warehouse, kitchen, construction site. Without a screen or work phone, clocking in won't happen by itself. The terminal makes it obvious, in three seconds upon arrival and departure.

  • ✓ RFID badge or personal QR code: each entry is time-stamped, no input required
  • ✓ Connected to Odoo in real-time: employee records, contracts, leave and attendance all in one place
  • ✓ Hours automatically feed into payroll, no more copying at the end of the month
  • ✓ The same terminal manages access to areas, employee by employee
Send the request 

Your Odoo staffing quote.
Response within 24 h.

One minute to describe your teams. A Niboo expert reviews your situation and gets back to you with a quote tailored to your headcount. No commitment.

  1. 1

    You send your request

    A few fields, under a minute.

  2. 2

    An expert contacts you within 24 h

    Business days. We scope your teams, sites, and Odoo usage.

  3. 3

    You receive your quote

    Itemized, detailed. You decide afterward, no pressure.

Send the request 

Votre devis pointage Odoo.
Réponse sous 24 h.

Une minute pour décrire vos équipes. Un expert Niboo étudie votre situation et revient vers vous avec un devis adapté à votre effectif. Sans engagement.

  1. 1

    Vous envoyez votre demande

    Quelques champs, moins d'une minute.

  2. 2

    Un expert vous contacte sous 24 h

    Jours ouvrables. On cadre vos équipes, vos sites et votre usage d'Odoo.

  3. 3

    Vous recevez votre devis

    Chiffré, détaillé. Vous décidez ensuite, sans pression.

They chose  ​for their digital transformation 

he requirement applies to all employers, both private and public, regardless of company size. The exemptions listed in the preliminary draft include management personnel and positions of trust, sales representatives, traveling workers, and family-owned businesses. Two caveats: the list is not final until the legislation is passed, and a category-based exemption cannot be determined internally—it is the actual role performed that counts, not the job title on the contract. An audit that reclassifies a “manager” as a regular employee leaves you without any records for the entire period.

No. A file that anyone can reopen and modify without leaving a trace meets neither the criteria of objectivity nor reliability. A signed sheet at the end of the month poses the same problem: the hours are reconstructed from memory, not recorded at the time they are worked. It is precisely this type of practice that European case law was targeting.

On paper, a terminal that records the time and tracks corrections may seem to check all the boxes. The problem arises later. Your data remains stored in the device; you have to extract it, reprocess it, and manually reconcile it with payroll each month—and the export requested by an inspector isn’t always the one the device can produce. You’re compliant, but you’ve created an additional monthly administrative task. The real benefit isn’t in the device itself; it’s in the fact that the device writes directly into the system that manages your contracts, leave, and payroll.
The exact duration will be set by the implementing royal decree. In the absence of such a provision, the rules governing social security documents apply, which require retention for five years. The GDPR adds the opposite restriction: you may not retain data longer than necessary, nor use it for purposes other than calculating working hours. Data is automatically deleted at the end of the retention period, and it may not be misused to assess punctuality or justify a disciplinary action without a prior established framework.


Violations of working hours regulations fall under Level 2 of the Social Penal Code: a criminal or administrative fine, multiplied by the number of affected workers, capped at 100 workers. In terms of magnitude, this amounts to a few hundred euros per worker once the additional surcharges are applied—an SME with 40 employees can quickly reach an amount that far exceeds the cost of the system. The exact amount will depend on the final text. But the real risk isn’t the fine—it’s the burden of proof. In the event of a dispute over overtime, without a reliable record, the employee’s version of events prevails.


The preliminary draft provides for an exemption for work at home and remote work. Do not base your organizational structure on this. In December 2024, the Court of Justice of the European Union ruled that the recording requirement also applies when work is performed at home: the workplace does not exempt you from any obligations. This exemption is inconsistent with case law and may be removed before the vote. A system that covers telework from the start will save you from having to tackle another project in 2027.


Violations of working hours regulations fall under Level 2 of the Social Penal Code: a criminal or administrative fine, multiplied by the number of affected workers, capped at 100 workers. In terms of magnitude, this amounts to a few hundred euros per worker once the additional surcharges are applied—an SME with 40 employees can quickly reach an amount that far exceeds the cost of the system. The exact amount will depend on the final text. But the real risk isn’t the fine—it’s the burden of proof. In the event of a dispute over overtime, without a reliable record, the employee’s version of events prevails.


If you’re already using Odoo, allow [X] weeks from the time your work schedules are defined until the system goes live, including terminal installation. If you’re starting from scratch, the HR foundation—employees, contracts, time off, attendance, and payroll—takes [X] weeks on a tight schedule. In both cases, the most time-consuming task isn’t technical: it’s defining the scheduling rules and exceptions specific to your joint committee. That’s why it’s better to launch a pilot at the end of the year rather than a full rollout in January.

Objections / FAQ

Frequently Asked Questions

Database neutralized for testing: no emails sent, etc.