Aplano vs Staffomatic

Aplano

Shift and week templates carry working time and role, a staffing-requirement field takes the need per shift, and the planner can generate a roster from defined rules and then accept, reject or have an alternative generated. We found no public information on demand planning from POS, footfall or occupancy figures, on qualifications beyond the role field, on labour cost against budget, or on planning across locations and departments.

Staffomatic

Templates for shift and week plans, shift swaps, open-shift applications and visibility of absences or double bookings while planning are all shown, and qualifications and availabilities arrive from the Professional tier. We found no public information on staffing requirements per shift, departments or multiple locations, or any demand figure or generated proposal behind the plan, so the roster is drawn rather than proposed.

Aplano

Break rules and rest periods are named and configurable in settings, and overtime appears as a Core feature, which is more than a generic compliance claim. But we found no public information on the ArbZG daily maximum, an eleven-hour rest check, youth or maternity protection, Minijob earnings limits, or night, Sunday and holiday surcharges from a collective agreement — the surcharge question decides my month, and the pages are silent on it.

Staffomatic

We found no public information on any legal rule being checked — nothing on the ArbZG daily maximum, the eleven-hour rest period, breaks, youth protection, or a Minijob earnings warning caught before the month closes. Working time appears only as accounting (working-time account, overtime account, surcharges at Premium), and the captured pages do not name night, Sunday or holiday supplements, so I cannot tell whether the surcharges are separated by type.

Aplano

The app covers the shop floor: availability entry with start and end times, vacation requests that adjust the vacation account automatically, swaps and applications for open shifts with manager confirmation, push on changes, chat, and clock-in by phone, tablet station or geofencing. We found no public information on swaps being checked against qualifications or rest periods before approval, on offline handling, or on languages beyond German.

Staffomatic

The shop floor gets a real app: swaps, open-shift applications, availability entry, holiday requests that a manager approves, and a dedicated punch-clock app, with time capture on any mobile device. We found no public information on swaps being checked against qualifications or rest periods before approval, offline clock-in, language coverage, or staff viewing and exporting the data held about them in the app itself.

Aplano

Three permission types, a change log, a published privacy policy with an external data protection officer and an Article 28 processing agreement give a works council something to start from. We found no public information on configurable visibility of absence reasons, on whether the geolocation time clock can be switched off, on an audit log of who viewed whose data, or on configurable deletion periods for employee records.

Staffomatic

Roles and rights exist from the Professional tier, and the privacy policy gives concrete figures — server logs deleted after fourteen days, application data kept six months — alongside an external data protection officer, periodic staff training and named subprocessors. We found no public information on configurable visibility of sensitive items such as absence reasons, an audit trail of who viewed or changed an individual's data, or any documentation offered for works-council approval.

Aplano

The worked month leaves as a file: evaluations exportable as CSV, PDF, Multi-PDF and Excel in the Pro plan, plus a CSV import and export of the employee list — someone retypes it into payroll, which is what a spreadsheet handoff always was. We found no public information on a named payroll system such as DATEV Lohn und Gehalt, wage types or surcharge mapping, Minijob or retro-correction handling after the close, POS or HR integrations, or an API.

Staffomatic

The handoff has the right shape: DATEV export, surcharges, an overtime account and a working-time account sit together in the Premium tier, time tracking is billed as preparation for payroll, and a named Personio interface plus API access cover the HR side. We found no public information on wage types mapped per surcharge, a lock step before transmission, corrections after the month closes, or whether the DATEV connection is maintained by the vendor.

Aplano

The contracting entity is Aplano GmbH in Berlin with a Hamburg register entry, development in Germany is claimed as a badge, and the privacy policy names subprocessors including Google Ireland, Hotjar in Malta and Stripe in Ireland, but also Microsoft and Mailchimp in the USA for tracking and newsletter purposes. We found no public information on where the product itself — the roster, availability and time data of employees — is hosted or with which data-centre provider.

Staffomatic

The contracting entity is a Hamburg company with a German register number and VAT ID, and the privacy policy names its subprocessors by provider and country, with US services such as Celonis' Make.com, HubSpot and Microsoft carried on EU standard contractual clauses. We found no public information on where the servers themselves are hosted or who the data-centre provider is — a German server-management partner is the only indication.

Aplano

Three tiers are priced publicly per employee per month — Core 0,50€ pro Mitarbeiter & Monat, Basic 2€ pro Mitarbeiter & Monat, Pro 4,50€ pro Mitarbeiter & Monat — with monthly billing, no long-term commitment, deactivated users not billed, and feature lists per tier. The fingerprint and RFID time-clock hardware is shown without a price, and we found no public information on VAT treatment or a minimum seat count.

Staffomatic

All three tiers are priced per person per month with a ten-person minimum, the feature-to-tier mapping reaches down to the DATEV export and API access, net prices plus VAT are stated, and the fourteen-day trial requires no payment data. The annual saving is quoted only as up to 17 percent rather than as an exact annual price, and we found no public information on how inactive or seasonal staff are counted or on the minimum contract term.