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uk Work & employment crises timesheet error at work • clocking system glitch • recorded hours wrong • asked to confirm attendance • payroll hours discrepancy • missing clock in clock out • rota vs timesheet mismatch • attendance record incorrect • asked to sign hours • shift hours not recorded • pay affected by hours error • workplace system error hours • disputed working hours • confirm presence at work • hours worked not showing • timesheet correction request • attendance confirmation email • employer says system error

What to do if…
you are told a system error affected recorded hours and you are asked to confirm your attendance

Short answer

Don’t “confirm” anything until you’ve seen exactly which dates/times are affected—reply in writing that you’re willing to help reconcile the record, but you need the details first.

Do not do these things

  • Do not guess or “sign off” a blanket confirmation if you’re unsure about any dates/times.
  • Do not ignore the message (silence can look like agreement or non-cooperation).
  • Do not accuse anyone of fraud or misconduct while it might genuinely be a system problem.
  • Do not edit or overwrite records informally—if you do submit a correction, make sure it’s clearly recorded as a correction (with dates/times and a short note).
  • Do not hand over personal data you don’t need to (for example, full location history) if a simpler work record will do.
  • Do not rely on informal chats only—make sure there’s a written trail.

What to do now

  1. Get clarity in writing (before you confirm anything). Reply asking:
    • the exact date range affected
    • what system failed (clock-in app, swipe access, rota, payroll)
    • what they mean by “confirm attendance” (confirm you were scheduled? confirm you were present? confirm hours worked? confirm breaks?)
    • the deadline and who is handling corrections (manager, HR, payroll)
  2. Ask for what they currently have on file. Request a copy/screenshot/export of:
    • the hours they have recorded for you for the affected period
    • any “exceptions” or missing punches they believe exist
      This helps you avoid accidentally “confirming” their incorrect version.
  3. Rebuild your own timeline quickly using low-effort evidence. Pull together what you already have, for the affected days:
    • rota/schedule screenshots, shift confirmations
    • calendar entries
    • sent emails/messages, Teams/Slack timestamps
    • work logs (tickets, calls), job sheets
    • travel receipts or parking records (only if helpful and proportionate)
  4. Write a simple reconciliation list. For each affected day, note:
    • start/end time you believe you worked, and any break you remember
    • what evidence supports it
    • anything you’re not sure about (mark it clearly as “uncertain”)
  5. Confirm what you can, and limit what you can’t. Use a format like:
    • “I can confirm I attended on [dates]. For [date], I worked approximately [times] with [break]. I cannot confirm exact times for [date] without checking records—please cross-check against rota/access logs/manager sign-off.”
      This keeps you cooperative without locking you into wrong detail.
  6. If pay might be affected, name that and ask for the correction path. Ask payroll/HR:
    • whether the error affects this pay period
    • when corrections will be made (next payroll run? adjustment?)
    • what you’ll receive as confirmation (updated time record and/or corrected pay figures)
  7. Ask for an updated payslip/pay statement if the pay changes. If your pay varies by hours, ask for a payslip that clearly shows the hours being paid for (so you can check it matches what you worked).
  8. If you’re pressured to sign something you don’t agree with, slow it down.
    • Ask for the request in writing and time to review.
    • If you’re invited to a formal grievance or disciplinary meeting about this, you can usually ask to bring a companion (for example a workplace colleague or trade union representative).

What can wait

  • You do not need to decide now whether to raise a formal grievance or seek specialist advice.
  • You do not need to produce “perfect proof” today—start with your best reconstruction and ask them to provide the system data they’re relying on.
  • You do not need to make big job decisions (like resigning) while the facts are still unclear.

Important reassurance

System and payroll errors happen, and it’s normal for employers to ask staff to help reconcile records. Staying calm, factual, and written—confirming only what you truly know—protects you while still showing you’re cooperating.

Scope note

This is first-step guidance to stabilise the situation, protect your record, and buy time. If it turns into a pay dispute or disciplinary issue, you may need specialist advice based on your exact circumstances.

Important note

This is general information, not legal advice. Workplace policies, contracts, and the reason for the “attendance confirmation” request can change what’s appropriate—when in doubt, keep communications factual and written, and don’t sign confirmations you can’t stand behind.

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