Mandatory daily time-tracking log for EVERY employee (ET art. 34.9, RD-ley 8/2019) — must be kept for 4 years; a missing or falsified record is an infracción grave under the LISOS (€751–7,500 per company/centre). The "digital-only, real-time ITSS access" reform was NOT in force as of July 2026 (negative dictamen of the Consejo de Estado, 23.03.2026) — keep both a paper/spreadsheet record and a digital-ready format.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 7. The PDF will have blank lines in their place to fill in by hand.
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DAILY WORKING-TIME RECORD (REGISTRO DE JORNADA)
Employer: Employee: Date:
1. LEGAL BASIS AND SCOPE 1.1. Under art. 34.9 of the Estatuto de los Trabajadores and RD-ley 8/2019, EVERY employer — regardless of headcount or the employee's working-time arrangement (full-time, part-time, fijo-discontinuo) — must keep a daily record of the actual start and end time of each employee's working day. 1.2. ⚠️ Part-time (tiempo parcial) records are scrutinised most heavily by the Inspección de Trabajo (ITSS): without a proper registro de jornada, the law PRESUMES the employee worked full-time, with back-pay consequences for the employer.
2. RECORD FOR THIS DAY 2.1. Start time: . End time: . 2.2. Breaks: 2.3. Total hours worked: 2.4. Format used:
3. ⚠️ PENDING REFORM — STATUS AS OF JULY 2026 3.1. A reform requiring an exclusively DIGITAL, interoperable record with REAL-TIME remote access for the ITSS, and per-worker sanctions of up to €10,000, was proposed but is NOT yet in force: the Consejo de Estado issued a negative dictamen on 23.03.2026 and the Real Decreto has not been published in the BOE. The 2019 regime (this template) remains in force. Keep this record ready to migrate to a digital format once the reform is enacted.
4. SANCTIONS 4.1. Missing or falsified records: infracción grave (LISOS art. 7.5), €751–7,500 per company/ centre; concealed overtime or unpaid hours are separately sanctionable, up to €225,018 for infracciones muy graves.
5. RETENTION 5.1.
Employee confirmation: Responsible person:
This is a boilerplate template, not legal advice. Spanish employment, consumer-protection and data-protection law (Estatuto de los Trabajadores "ET", the applicable PROVINCIAL convenio colectivo de hostelería/comercio, the sector-wide ALEH VI framework agreement, RGPD/LOPDGDD 3/2018, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars and changes frequently — statutory figures (SMI, convenio pay tables, LISOS sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a Spanish employment/legal advisor (abogado laboralista / gestoría) and verified against the current provincial convenio and rates before use. In Catalonia, under the Codi de consum de Catalunya (Ley 22/2010, art. 128-1), documents intended for consumers — price lists, terms of sale, mandatory notices — must be available at least in Catalan; where a Catalan-language version of this document is also used, that version prevails in case of conflict for consumers in Catalonia.
2 of 11 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.