Clock in by voice
Employees say what they're doing. No fumbling with a kiosk or a paper card, no line at the start of a shift.
Time tracking that keeps California employers compliant.
Employees clock in by voice or a tap. Paidsley was built specifically to help keep California employers compliant with state wage rules.
Why employers switch
California rules, handled
Meal and rest breaks tracked to the minute. Missed break? The one-hour premium is added automatically and appears on the export — it can't be quietly deleted.
Payroll gets clean numbers
Regular, overtime, double-time, premiums, and reimbursements, exported per pay period in a format your payroll provider can read.
How it works
- Step 1
Employees clock in and out
By voice or a tap, with location captured at the moment of the punch — never all day long.
- Step 2
Paidsley watches the clock
Nudges land before a meal break is late and before overtime starts, so problems get fixed instead of paid for later.
- Step 3
Admins approve and export
Review the period, approve timesheets, and export payroll in a couple of clicks.
Built for the rules California actually enforces
California wage-and-hour law is unusually strict, and the penalties compound quickly. Paidsley is designed around what the Labor Commissioner and the courts actually check for, so a payroll audit or a PAGA letter doesn't turn into a scramble through screenshots and spreadsheets.
Meal and rest premiums are tracked to the minute. When a meal break starts late, is cut short, or is missed entirely, Paidsley records the reason and adds the required one-hour premium. The premium travels with the pay period on the export — it isn't a note in a comment box that a manager can quietly remove.
Overtime past eight hours a day, double time past twelve, overtime past forty hours a week, and the seventh consecutive day are all calculated the way California requires, which goes well beyond the federal 40-hour week.
Employees with two pay rates — by day of week or by task — are paid overtime at California's weighted-average regular rate, computed per workweek from the rate actually in effect at each punch. This is the calculation most small-business time systems get wrong, and it's a common source of back-wage claims.
Itemized wage statements line up with Labor Code §226: hours by rate, gross wages, and premiums are all present and reconcile to the punch record.
The punch record is append-only. A manager can correct a mistaken punch, but the original stays in the audit trail with the correction linked to it. When someone asks a year later what actually happened on a Tuesday afternoon, the answer is still there.
A full breakdown lives on the features page.
Ready to see the rest?
Read the full feature list, or sign in if your team is already set up.