It's fully on the employer if they log more time than you actually worked, the issue that was addressed with this ruling was people who'd clock out and then continue to work or where there is no clock and people simply write down how long they worked.

The issue the court had was that if you write it down then there is the possibility that you worked overtime but didn't actually write that or your employer changed it. If start and end of work time are accurately tracked then you can sue them for not paying you overtime.

> the issue that was addressed with this ruling was people who'd clock out and then continue to work or where there is no clock and people simply write down how long they worked

No, this ruling cannot prevent this practice at all. How could it, without a government official standing watch?

You rely on employees or former employees raising an issue and investigating. There is little money to be saved by not paying bob for 15 minutes that one time. Companies that abuse this do so pervasively and consistently providing ample evidence of their misdeeds.

Alternatively employees can raise the matter in court where the additional incentive of money paid to settle the claim makes it worthy of a lawyer handling the matter purely based on expectation of obtaining a cut of the money.

It's not uncommon to have random samples taken by officials. They'll just show up, make a list of everyone clocked in and then interview a few (or all) workers. If they find someone who isn't clocked in, that is a big issue for the employer.

Plus, accurate records are a good basis for any lawsuit in case an employee claims they worked unpaid overtime.

How many European countries don't do random control?

I'm not a contractor, I'm actually tracking the time I'm working.

"At least 2 hours are added to my timesheet, even if I solve the problem in 5 minutes,"

You explicitly stated you'd get tracked for 2 hours for 5 minutes of work.

This differential - which you must have brought up for a reason - is specifically not what the law is trying to address.

That differential is also specifically not what the ruling is trying to prevent.

What's off the table with this ruling is that a timesheet does not exist, because "we're all friends here, we trust our employees (to work themselves to exhaustion out of fear)"

You should read up on the ruling. Every country has to implement it's own law. It's allowed to include specific regulations on these corner cases.

(FYI, I'm still tracking the exact time, but the time I have to work gets reduced from 38 to 36 hours)