HRworks vs rexx systems

HRworks

A digital personnel file holding 'sämtliche Personaldaten und Dokumente' is confirmed, with configurable roles and need-to-know access, but the evidence never shows an org chart, custom fields, or effective-dated contract and salary history. Without dated history I cannot trust that a backdated salary change survives the month — this is a flat file with documents, above rubric level 3 only because the suite context and role model are real.

rexx systems

The digital personnel file holds salary data and its development, with full historization and audit-proof archiving that the vendor aligns with DSGVO and GoBD, plus batch scanning, generated personnel documents and organisation management covering subsidiaries and cost centres — that is close to a record an auditor could work from. I found no public information on effective-dated contract changes, custom fields, or granular field-level permissions beyond general role rights.

HRworks

DATEV is named explicitly as 'Corporate und Schnittstellen Partner' alongside ADDISON, and Payroll sits in the base package — a genuine named payroll path, not a spreadsheet handoff. But nothing documents variable pay, mid-month joiners and leavers, retro-accounting for backdated changes, or a pre-payroll check, which is precisely what I need to close a month cleanly, so it holds just above rubric level 5.

rexx systems

This is what I would bet a month-end close on: an official DATEV interface partnership covering Lohn und Gehalt and LODAS, bidirectional, with master data and movements delta-synced on change, variable pay (overtime, bonuses, surcharges, net deductions), absences and electronic sick certificates going out daily-current or at a cut-off date, and payslips, tax certificates and social-insurance registration and deregistration papers coming back into employee self-service. ADP and Paisy connections are also named. I found no public information on a documented pre-payroll check or an approval and lock step before transmission, and no separate access for the tax adviser.

HRworks

Online capture via terminal and smartphone, breaks, overtime and minus-hour accounts, soll/ist control and a monthly per-employee overview are all evidenced, vacation and sickness are recorded with automatic notifications, and the vendor claims EuGH-conform automatic documentation of working time. Missing are public-holiday calendars per location, rest-period rules, tamper-evident records and an export I could hand a labour inspection — that is what holds it below 8.

rexx systems

The configuration has real payroll-relevant depth: multiple time accounts with automatic allocation, overtime surcharge and capping models, shift and timezone handling, pro-rata leave quota on mid-year joins and exits, and electronic sick certificates linked into absence bookings with full history. I found no public information on public-holiday calendars per location, break and rest-period rules, or an export framed for a labour inspection, nor any statement on the German working-time recording duty.

HRworks

Applicant management 'von A bis Z', a careers portal in corporate design, and onboarding described as seamlessly integrated into the whole employee life cycle are all evidenced in one suite. But structured stages, rejection handling, interview scorecards, applicant deletion deadlines and e-signed contracts appear nowhere — the join path exists, its governance is unevidenced.

rexx systems

The join path is genuinely connected: multiposting including named free job boards, a CV parser with fit score and scorecards, digital signature on contract offers with automated rejections, and the signed contract flows the applicant into onboarding workflows with timelines, reminders and equipment provisioning. Applicant data is stated to be deleted after six months. I found no public information on budget-gated requisition approval or onboarding tasks triggered directly in payroll.

HRworks

An independent Bitkom Consult GDPR audit, ISO 27001 certification, a comprehensive role system with need-to-know access, and logged inputs and logins are solid, documented ground. But the DPA is only 'anzufordern' rather than published, and retention periods, executable deletion, field-level read-logging and any subprocessor list are silent — a works council would not get its answers from this sheet.

rexx systems

Encryption, role rights and an audit trail are stated, AI assistance is opt-in with humans making the final decision, and applicant data is deleted after six months. But I found no public information on a signable data-processing agreement for the product, module-configurable or field-level roles, stated employee retention periods, or deletion that can be executed in the system — and nothing a works council could lean on for switching monitoring off.

HRworks

The imprint pins a German GmbH with HRB Freiburg and German Gerichtsstand, and hosting is stated as EU on AWS servers — a real EU contracting entity with EU hosting, which clears rubric level 5's floor. But AWS is the only named infrastructure, no region beyond 'EU' and no subprocessor list are published, and the sovereignty pipeline itself flags the chain as unverified, so I cannot go higher.

rexx systems

Rexx Systems GmbH is registered in Hamburg with German register court and VAT details, and the vendor's own pages describe hosting in its own cloud on ISO-certified German and Swiss data centres, plus an on-premises option — while the independently sourced attributes mark data residency as unconfirmed. I found no public information on a product subprocessor list, or on which of the German, Austrian and Swiss entities signs customer contracts.

HRworks

The pricing page offers 'Ihr passendes Angebot' — a quote form, no numbers — and the Pro package is described but unpriced, so no HR lead can compute an annual invoice for any headcount. Only the 'ohne Mindestlaufzeiten' statement and a free trial are public, which is rubric level 0 plus one courtesy disclosure.

rexx systems

The pricing page states the software is calculated individually with no standard packages, and not one figure is public: no per-employee price, no price for the standardised entry packages that list only thirty-two consulting and eight training hours, and no figures for the DATEV PMS switching discounts. No HR lead can compute any part of an annual invoice from these pages.