Deputy vs Planday

Deputy

Auto-scheduling, demand forecasting, wage and labour budgets, micro-scheduling and multi-location operation are all named as features, but the captured pages stay at feature names: we found no public information on staffing requirements per shift, qualifications, coverage checks before publication, or which data source feeds the forecast. For a works council the decisive question — who proposes the roster and who approves or adjusts it — goes unanswered, and "Auto-Scheduling" with "Deputy AI" in every plan only sharpens that question.

Planday

Week and day templates with draft publication, department, group and skill requirements, open shifts and explained employee suggestions are documented, and no assignment happens without the schedule manager's final say — which I appreciate. But we found no public information tying planning to a named demand source or showing labour cost against budget while planning, and the automatic scheduler is documented only as a higher-tier tool with no public description of what it does.

Deputy

Compliance appears as claimed features — "Labor Law Compliance", "Advanced Labor Law Compliance", "Break planning compliance", "Fair workweek compliance" — without a named European rule among them: we found no public information on ArbZG daily maxima, the 11-hour rest period, youth or maternity protection, Minijob earnings limits or Tarifvertrag surcharges, and nothing on whether any check blocks publication or merely warns. A claim of compliance with no rule named is exactly what I cannot co-determine on.

Planday

The rule engine is genuinely configurable per employee group and type — maximum hours in a period, shift duration caps, hours off between shifts, consecutive working days — and violations surface as conflict warnings plus an exportable infraction report. But no statute, no Minijob earnings limit and no Tarifvertrag surcharge is named anywhere, and the captured help text states a working time rule cannot block creating or assigning a shift; we found no public information on any attribution or reasoning recorded when someone schedules against a warning.

Deputy

The list shows a mobile app with availability, leave, shift swapping and find-a-replacement, plus messaging, a time clock app and biometric clocking — most of what the shop floor needs day to day. We found no public information on push notification of changes, swaps approved under rest or qualification rules, offline handling or language coverage; and biometric clocking is presented as a headline feature with no mention of it being switchable, which for me is a co-determination question, not a selling point.

Planday

The floor worker gets real self-service: availability with bulk edits on the phone, open shifts surfaced in a widget with requests that managers approve, colleagues' shifts to claim, and a built-in messenger and newsfeed that keep shift talk out of private chats. We found no public information on language coverage, offline clock-in or notification of changes, and I note managers can lock employees' availability periods — a control lever I would negotiate in any works agreement.

Deputy

Custom access levels exist but only on the top plan, a privacy centre with sub-processor change notifications is published, and Analytics+ adds "additional audit reporting" — more than nothing. But we found no public information on retention or deletion periods for employee records, on who may see absence reasons, or on deactivating biometric clocking, and the HR module advertises "shift performance" and turning "team data into useful insights" — language I read as individual performance monitoring that would have to be carved out of any works agreement before signature.

Planday

Custom permissions and user roles appear, but only with the Pro tier; beyond administrator, schedule manager and employee levels we found no public information on who can see absence reasons, on any audit log of views or changes, on retention or deletion periods, on a data processing agreement, or on documentation the vendor offers for works-council approval. For a product that holds availability and lockable availability periods, this is the thinnest chapter in the whole public record.

Deputy

The pages show a Payroll module offered as a US-only add-on whose "monthly base and per employee fee varies by business size", generic "Payroll & HR Integrations", and a "Deputy API" — we found no public information on a named payroll system such as DATEV, on surcharge handling, or on a named POS or HR connection. A German buyer cannot see from these pages how planned and worked hours would ever reach their tax adviser.

Planday

The DATEV Lohn und Gehalt export is documented in real depth — salary codes distinguishing normal hours, extra hours and supplements, per-employee salary identifiers, payslips flowing back to the employee — and an Open API plus payroll, POS and HR collections exist. We found no public information on a lock step before transmission, on named POS or HR partners, or on an HR master-data sync.

Deputy

The vendor is Australian, a US contracting entity at a San Francisco address serves the Americas, the hosting region is unstated, and the sub-processors are unnamed — the privacy centre confirms other sub-processors whose locations are not given, and a US payroll add-on sits in the chain. Availability, absence and time data of employees who never chose this vendor under a non-EU entity with US Cloud Act exposure is not something I can sign a works agreement around.

Planday

The contracting entity is Danish, but ownership sits with a New Zealand parent whose infrastructure also hosts the legal documents, and we found no public information on hosting region, certification or a single named subprocessor — including the push and messaging services an employee app necessarily uses. I cannot co-determine a works agreement about data on workers' own phones on a footing this silent.

Deputy

Per-user monthly prices are public for all three named plans — "$5 per user per month", "$6.50 per user per month", "$9 per user per month" ("USD excl. all applicable taxes"), with a stated 10% annual discount — so the basic maths is possible. But the payroll add-on is priced only as varying by business size, the Flexi event plan carries no figure, and we found no public information on minimum terms, terminal hardware, or how seasonal and inactive staff are counted.

Planday

Starter at €2.99 Pro Benutzer/Monat and Plus at €4.99 Pro Benutzer/Monat plus €25.00 monatliche Abogebühr are public with the billing period and the five-user pack rounding stated, so much of the invoice is computable. But the Pro tier is 'Individuelle Preisgestaltung', onboarding is kostenpflichtig without a figure, each sent SMS carries an unnamed fee, VAT treatment and minimum term are unstated, and the integrations sit behind the higher tiers.