This article aims to explain buddy punching in simple terms and share practical, proven ways to stop it.
What is buddy punching?
Buddy punching is a form of workplace time theft where one employee clocks in or out for another who isn’t actually present. That means paying for hours that were never worked, inflating payroll costs and eroding productivity.
It may look like a harmless favour between colleagues, but buddy punching directly impacts profitability and operational discipline. Left unchecked, it can trigger scheduling issues and normalize dishonest behaviour.
How does buddy punching happen? Real-world examples
- The late-arrival cover-up: John is running late, so he asks Alex to clock in with his PIN. The system shows John “on time,” even though he arrives 20 minutes later.
- The early-leave trick: Sarah leaves at 3:30 p.m. but asks Jake to punch her out at 5:00 p.m., getting paid for 1.5 hours she didn’t work.
- The absent-employee scheme: Mike calls in sick but asks Dave to clock in for him. With no biometric or GPS checks, no one notices.
- Remote work manipulation: Lisa shares her login so a friend “starts” her shift at 9:00 a.m., even though she isn’t online.
Small acts add up—often costing thousands per year. The good news: modern tools and clear policies can prevent it.
Impact of buddy punching on businesses
- Financial losses: Paying for unworked hours is payroll fraud—costs compound quickly.
- Legal & ethical issues: Time theft can violate policies and laws, and it damages reputation.
- Skewed productivity data: Falsified time makes performance analysis unreliable.
- Weaker culture: Tolerance for “favours” demoralizes honest teammates and hurts engagement.
- Compromised attendance rules: If cheating is common, policies and scheduling suffer.
The real cost of buddy punching
16% of employees admit to buddy punching
According to research, 1 in 6 employees has clocked in or out for a colleague. If you have 100 staff, roughly 16 may have done it—meaning real money is leaking from your payroll.
What this means for employers: If you rely on trust or outdated methods, you may be paying for time not worked.
Buddy punching costs U.S. businesses $373 million annually
Estimates suggest American employers collectively lose hundreds of millions of dollars each year due to fraudulent time tracking—before indirect costs like reduced morale and productivity.
What this means for employers: Whether you’re small or large, the losses add up fast.
Time theft affects many businesses and can inflate payroll by up to 7%
Buddy punching is one driver of time theft. Studies indicate it’s widespread, and payroll costs can climb by as much as 7% due to inaccurate timekeeping.
Understanding the root causes
Buddy punching isn’t only about dishonesty—it often reflects deeper issues. Addressing root causes prevents repeat offences.
- Lack of clear rules: If policies aren’t explicit or enforced, staff may see buddy punching as harmless.
👉 Solution: Publish a zero-tolerance policy, train teams, and spell out consequences. - Easy-to-game systems: Paper sheets, PINs, or swipe cards make cheating simple.
👉 Solution: Adopt biometrics (face/fingerprint) or geofenced/GPS clock-ins. - “Do me a favour” culture: Covering for friends becomes normal.
👉 Solution: Explain that time theft hurts everyone—productivity, fairness, and pay equity. - Scheduling & workload strains: Overwork and fatigue nudge people to cut corners.
👉 Solution: Improve rostering, balance workloads, and compensate fairly. - Fear of penalties for lateness: Staff ask friends to clock in to avoid discipline.
👉 Solution: Fix causes of lateness (commute, shift design) before punitive action.
6 ways to identify buddy punching
1) Inconsistent time logs
🚩 Red flag: Certain employees always clock in/out at the exact same time to the minute.
✅ Check: Review a few weeks of logs for suspiciously uniform timestamps across locations/teams.
2) Timesheets don’t match presence
🚩 Red flag: A timesheet shows “in,” but managers/colleagues don’t see the person for hours. See: falsifying time sheets.
✅ Check: Random spot checks and supervisor verification.
3) Multiple clock-ins from one device/IP
🚩 Red flag: Several employees clock in from the same device or IP (and you don’t use shared kiosks).
✅ Check: Audit device/IP logs in your time-tracking tool.
4) Overtime or hours don’t match output
🚩 Red flag: Persistent overtime with no workload justification.
✅ Check: Compare hours vs. deliverables and manager feedback.
5) Avoiding biometrics/GPS
🚩 Red flag: Frequent “system not working” claims to bypass strict verification.
✅ Check: Require manual presence verification before allowing alternatives.
6) Security footage vs. logs mismatch
🚩 Red flag: Cameras show arrival at 9:30 a.m.; timesheet says 9:00 a.m.
✅ Check: Run occasional audits cross-referencing footage and logs.
Useful read: How to Create a Clocking In and Out Policy (+ Free Template)
6 ways to prevent buddy punching
With the right mix of tools and policies, you can shut down buddy punching before it spreads.
1) Biometric time clocks (fingerprint/face)
Why it works: Fingerprints and face scans can’t be shared—no more clocking in for a friend.
Best for: On-site teams with central clock-in points.
How to implement: Roll out biometric terminals and train staff; include privacy notices and consent.
2) GPS or geofenced clock-ins
Why it works: Remote/field staff can only clock in within an approved zone.
Best for: Mobile, field, or hybrid teams.
How to implement: Use workforce apps that enforce GPS/geofencing and block off-site clock-ins.
3) Photo verification at clock-in
Why it works: A real-time selfie confirms who’s clocking in, without extra hardware.
Best for: Teams that want stronger verification without biometrics.
How to implement: Enable selfie prompts; spot-check matches to employee profiles.
4) Random time audits
Why it works: If employees know logs are cross-checked (footage, GPS, supervisor notes), risk-taking drops.
Best for: Any team—adds accountability without big spend.
How to implement: Schedule periodic audits; report findings and follow through on consequences.
5) Clear, progressive discipline
Why it works: Everyone understands buddy punching isn’t a favour—it’s fraud.
Best for: All organisations, especially during policy rollouts.
How to implement: Define a zero-tolerance policy and apply consistently:
✔ First offence: formal warning
✔ Second offence: suspension or pay correction per policy/law
✔ Third offence: possible termination
6) Build an honest, supportive culture
Why it works: Valued, fairly scheduled employees are less likely to cheat.
How to implement: Encourage open dialogue on scheduling, offer flexibility where feasible, and recognise integrity.
Monitoring & enforcement
Run routine checks on time-clock data to spot patterns early. If location or verification data doesn’t match clocked times, investigate. Ensure managers understand how to escalate and document issues.
Fair and consistent rule enforcement
Communicate your policy, obtain written acknowledgement, and apply consequences consistently across roles and departments. Document investigations and outcomes, and align actions with contracts and local laws.
Legal & privacy considerations (important!)
- Biometrics: Some regions require advance notice, written consent, and strict retention/deletion rules (e.g., GDPR, BIPA). Consult counsel before deploying.
- Location tracking: Inform employees when GPS is used, why, and how long data is retained. Offer privacy-respecting settings outside work hours.
- Works councils/collective agreements: Engage early where required.
- Data security: Limit access to time data, encrypt in transit/at rest, and set retention schedules.
Technological solutions to combat buddy punching
Biometric time clocks (fingerprint/face/iris)
How it works: Employees clock in with a biometric scan so only the authorised person can log hours.
| Pros | Cons |
|---|---|
| Effectively eliminates buddy punching | Higher upfront hardware cost |
| High identity accuracy | Privacy/consent considerations |
| Great for on-site teams | Occasional recalibration/maintenance |
| Credentials can’t be shared | Not ideal for fully remote roles |
GPS & geofencing time tracking
How it works: Clock-ins only work within an approved location or geofence.
| Pros | Cons |
|---|---|
| Ideal for remote/field teams | Doesn’t guarantee actual work activity |
| Blocks off-site clock-ins | Battery/privacy settings can interfere |
| Integrates with mobile apps | Some users may disable permissions |
Photo-verification time tracking
How it works: Employees take a real-time selfie at clock-in; managers verify matches.
| Pros | Cons |
|---|---|
| Stronger verification without hardware | May require manual review |
| Works for hybrid/remote teams | Some may try old photos (mitigate with liveness checks) |
| Lower cost than biometrics | Minor friction at clock-in |
Unique logins with MFA
How it works: Users log in with ID/password plus a one-time code.
| Pros | Cons |
|---|---|
| Harder to share credentials | Still possible if users share MFA codes |
| No special hardware needed | Doesn’t verify physical presence |
RFID/smart-card clocks
How it works: Tap a badge or card to clock in/out.
| Pros | Cons |
|---|---|
| Fast and familiar | Cards can be shared or lost |
| Cost-effective for large sites | No identity verification by itself |
AI-powered attendance software
How it works: Algorithms flag suspicious patterns for review.
| Pros | Cons |
|---|---|
| Automatically spots anomalies | Still needs a verification method |
| Reduces manual auditing | Requires integration and budget |
Tackle buddy punching with Shiftbase
Shiftbase helps you prevent buddy punching with clear scheduling, precise time tracking (including GPS/geofencing and photo verification), and integrated absence management. See how it strengthens accountability and simplifies compliance—try it free for 14 days.
- Easily clock in and out
- Automatic calculation of surcharges
- Link with payroll administration
