[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-243070-105":53,"doc-detail-243070-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","methods-for-tracking-work-hours-guidance-information","Methods for tracking work hours - guidance information","","Guidance for selecting and implementing methods to monitor work and non-work hours to meet the time for life pillar of the Culture Standard. It explains why tracking matters, how excessive work can be hard to detect for salaried roles, and how non-work time (leave and time in lieu) should be considered. Practical approaches include agreeing a tracking system, communicating purposes and privacy, reviewing key data regularly, and applying interventions to minimise excessive hours and fatigue.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/methods-for-tracking-work-hours-guidance-information/243070/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/methods-for-tracking-work-hours-guidance-information/243070.png","ImageObject",442,249,{"name":88,"@type":89},"River Wang","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-20","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":76},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Why is tracking work hours important under the Culture Standard?","Question",{"text":108,"@type":109},"Tracking helps limit excessive work hours and supports fatigue management, enabling projects to intervene when unhealthy patterns may otherwise go undetected.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How should non-work hours be handled in tracking?",{"text":113,"@type":109},"Non-work hours include leave and time in lieu. They are especially important for part-time workers where total hours may look acceptable without considering the part-time schedule context.",{"name":115,"@type":106,"acceptedAnswer":116},"What should teams do to review work-hour data and respond appropriately?",{"text":117,"@type":109},"Regularly review average and peak weekly hours, individual instances above 55 hours, and trends approaching targets. Where possible, provide near-real-time data to managers and use interventions and adjustments to minimise excessive hours and manage fatigue.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},243070,1789199278,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":76,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":47,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":73},1099514067438,"https://ap-avatar.wpscdn.com/avatar/100002539ee87300030?x-image-process=image/resize,m_fixed,w_180,h_180&k=1780474512215547542","Methods for tracking work hours – guidance information  \nThis resource is designed to help you select and adopt methods for monitoring work and non-work hours to ensure compliance with the time for life pillar of the Culture Standard. Tracking work hours will help to limit excessive work hours and support fatigue management.  \nNon-work hours are hours not spent at work, including periods of leave and time in lieu. Non-work hours can be particularly important to track for part-time workers where the total hours may not appear excessive until considered in the context of the part-time work schedule. For example, someone employed 3 days a week who works a 40-hour week is working excessive hours.  \nWhy is tracking work hours important?  \nExcessive work hours are endemic in the construction sector. Capping individual work hours and promoting a 5-in-7 work week supports healthy work hours and enables people to rest and recover.  \nTypically, work hours are well understood for waged workers, but not for salaried workers. Salaried workers are often employed in roles that can be performed off-site and outside operational hours. This can lead to excessive work hours, including weekends and evenings.  \nTo deliver on the time for life pillar of the Culture Standard, projects need to be aware of possibly undetected instances of excessive work and intervene in a way that supports healthy work hours for everyone.  \nWork-hour tracking: Waged workers vs. salaried workers  \nWaged workers: Because waged workers are paid for hours worked, instances of excessive work are easier to identify and mitigate. If the project adopts a 5-in-7 work week or a standard Monday–Friday work week, maintaining individual work hours at \u003C50 hours per week becomes a simpler task. Site hours prevent excessive work hours. There may be circumstances that require additional site working hours, but a carefully planned site will limit routine work beyond 50 hours per week.  \nIf additional tracking of waged working hours is needed, projects could implement site access control systems to capture swipe on and swipe off times.  \nSalaried workers: Supporting salaried workers to work \u003C50 hours a week or maintain a 5-in-7 work week is more difficult to manage, as the work is typically less restricted by site hours. Where hours by salaried workers are not tracked, this can lead to unidentified instances of excessive work hours.  \nTracking the hours of salaried workers is typically more nuanced and requires honest reporting from individuals. Some method of tracking will be needed to monitor, measure and manage working hours. Traditionally on construction projects, salaried workers do not complete timesheets, unless staff are working on reimbursable contracts where evidence of working hours is required.  \nWhere contractors do not have existing timesheet systems, some form of timesheet should be implemented to demonstrate compliance with the working hours recommended by the Culture Standard.  \nAny timesheet and work hours information collected should be clearly explained to staff, to ensure they understand why the data is needed, how it is stored and any privacy considerations.  \nWork-hour tracking: Key activities and work flow  \nThe work flow adopted to track work hours will vary from project to project. In general, these activities should be undertaken to track work hours and achieve buy-in:  \n01  \nWork-hour tracking system agreed  \n02  \nWork-hour tracking system communicated to workers, including reasons why tracking is needed, what they need todo and when  \n03  \nWork-hour tracking system, tools and templates issued to workers on an agreed cycle  \n04  \nWork-hour reporting  \nreceived and collated  \n05  \nWork hours reviewed  \n06  \nInterventionsand adjustments made as required to minimise excessive work hours and manage fatigue  \nWhen communicating work-hour tracking, make sure that workers understand its purpose and benefits. Workers should not feel they are being monitored. Instead,","cbCaijzOCbPYRONB","https://ap.wps.com/l/cbCaijzOCbPYRONB","pdf",193838,"English","# Work-hour tracking: Waged workers vs. salaried workers\n## Waged workers\n## Salaried workers\n# Work-hour tracking: Key activities and work flow\n## Agreed system and communication\n## Tools, reporting, review, and interventions\n# Work-hour tracking: Reviewing and responding to data\n## Key review factors\n## Near-real-time manager visibility\n# Work-hour tracking: Fatigue monitoring\n## Triggers and notifications\n# Work-hour tracking: Reporting to the client","[{\"question\":\"Why is tracking work hours important under the Culture Standard?\",\"answer\":\"Tracking helps limit excessive work hours and supports fatigue management, enabling projects to intervene when unhealthy patterns may otherwise go undetected.\"},{\"question\":\"How should non-work hours be handled in tracking?\",\"answer\":\"Non-work hours include leave and time in lieu. They are especially important for part-time workers where total hours may look acceptable without considering the part-time schedule context.\"},{\"question\":\"What should teams do to review work-hour data and respond appropriately?\",\"answer\":\"Regularly review average and peak weekly hours, individual instances above 55 hours, and trends approaching targets. Where possible, provide near-real-time data to managers and use interventions and adjustments to minimise excessive hours and manage fatigue.\"}]","Methods for tracking work hours - guidance information | PDF"]