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uk Work & employment crises accused of time fraud • accused of time theft • timesheet dispute at work • questioned about hours worked • alleged falsifying timesheet • disciplinary allegation no evidence • employer says clocking fraud • challenged on clock in times • accused of buddy punching • rota mismatch accusation • payroll hours dispute • investigation meeting at work • disciplinary hearing preparation • worried about gross misconduct • asked to explain time records • manager alleges timekeeping issue • accused of stealing time • timekeeping system error blamed

What to do if…
you are accused of time fraud at work without evidence

Short answer

Pause and keep everything in writing: ask for the allegation and evidence in writing, then respond only after you’ve seen what they’re relying on.

Do not do these things

  • Do not “fix” or edit any past timesheets, clock-ins, calendars, or messages to make them look better.
  • Do not resign “to get ahead of it” or accept a settlement/exit offer on the spot.
  • Do not give an off-the-cuff verbal explanation in a corridor chat—ask for a scheduled meeting and written details.
  • Do not accuse colleagues of wrongdoing or start contacting “witnesses” in a way that could look like pressure.
  • Do not delete chats, emails, photos, or location history connected to the dates in question.

What to do now

  1. Get the allegation in writing. Ask what dates/times are in question, what policy they say was breached, and what process they are starting (investigation vs disciplinary).
  2. Ask for the evidence they’re relying on before you respond fully. For example: timekeeping logs, rota/schedule, manager approvals, exception reports, badge/CCTV references, system audit logs (who edited what and when), and any witness accounts.
  3. Preserve your own records immediately (without editing). Save anything that shows you worked: diary/calendar entries, meeting invites, call logs, sent emails, ticketing/CRM activity, delivery/visit notes, photos taken for work, travel receipts, and chat timestamps. Keep a dated copy outside work systems if you can do so lawfully.
  4. Write a simple timeline while it’s fresh. Note start/finish, breaks, where you were working, what you did, who saw you, any timeclock/system issues, and any approvals. Keep it factual and short.
  5. If invited to a disciplinary hearing, use your legal right to be accompanied. Tell them you will bring a companion (a trade union representative/official or a fellow worker) and ask them to schedule a time that allows your companion to attend.
  6. If it’s an investigation meeting, ask (in writing) if you can bring someone anyway. The statutory right to be accompanied is for disciplinary hearings (and some grievance hearings), not usually investigatory meetings—many employers still allow it as a policy choice.
  7. Get the rules they’re applying. Request the disciplinary policy, timekeeping/timesheet policy, and any written standard for “time fraud/time theft,” plus copies of your own submitted timesheets and approvals for the period.
  8. If they won’t share key records, consider a subject access request. You can ask your employer for a copy of your personal data relevant to the allegation (for example, time records, emails/chats about shifts, logs connected to your account). Keep the request narrow to the dates and systems involved.
  9. If suspended, pin down terms in writing. Ask whether it’s on full pay, whether benefits continue, what you can/can’t do (contacting colleagues, accessing systems), who your contact person is, and when it will be reviewed. If they propose stopping pay, ask them to confirm the basis in writing.
  10. After any meeting, send a brief “confirming our conversation” email. Date, what was alleged, what you requested, and agreed next steps. This stops details drifting.

What can wait

  • You do not need to decide today whether to resign, accept an exit offer, or start a formal claim.
  • You do not need a perfect defence immediately—first secure the allegation, policy, and evidence they’re relying on.
  • You do not need to contact coworkers right now; avoid anything that could be seen as influencing accounts.

Important reassurance

Feeling shocked or angry is normal. Slowing the process down, asking for specifics, and keeping everything factual and written protects you from accidental contradictions.

Scope note

These are first steps to stabilise the situation and avoid irreversible mistakes. If it escalates (final warning/dismissal risk, or an accusation of theft), you may need specialist support (your union, ACAS guidance, or an employment adviser).

Important note

This is general information, not legal advice. Workplace rules and processes vary by employer and contract. If you’re asked to sign anything (for example, a statement or “repayment” agreement), pause and get independent advice before agreeing.

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