Absence Management
absence.io
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by absence.io GmbH · www.absence.io
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absence.io at a glance
- Vendor
- absence.io GmbH
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Default not stated; pages mention Germany source, captured 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Starting price
- “Die Preise starten bei 2,99 € pro Nutzer und Monat im Starter-Paket.” (vendor’s words) source, captured 1 Oct 2026
- Panel verdict
- The AI panel rates absence.io 1.5/5, the mean of 6 judges. absence.io, an absence-management product from absence.io GmbH, Munich, comes out strongest on the everyday approval workflow and weakest on regulated detail. how scores are made
- As of
- Vendor pages captured 1 Oct 2026 to 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
absence.io, an absence-management product from absence.io GmbH, Munich, comes out strongest on the everyday approval workflow and weakest on regulated detail. Requests and approvals score 4 to 6: approvals in Slack and Microsoft Teams, native iOS and Android apps, a real-time team calendar and ICS sync are on the record, while substitutes, multi-level chains and blackout rules are not. Payroll handover scores 4 to 5, helped by a documented REST API at version 2 but held back by a direct DATEV connection scoped to expenses and travel cost reports. Sick leave and the eAU and absence data protection sit at 2, with no public information on eAU retrieval, the six-week continued-pay count, BEM or visibility of sickness reasons. Pricing transparency ranges 0 to 2: tier contents and a 14-day free trial are published, but no price figures appear. The split is sovereignty, 2 to 5 — the data protection officer at 5 credits the vendor's stated storage exclusively on servers in Germany; the skeptic at 2 weighs the unconfirmed contracting entity, residency and subprocessor exposure.
Speaks for it
- Approvals handled directly in Slack and Microsoft Teams, with native iOS and Android apps
- Real-time team calendar with daily absence broadcasts and ICS sync to Google, Outlook and iCal
- Documented open REST API at version 2 with JSON and OAuth 2.0 and Hawk authentication, part of the Complete plan
- Vendor states data is stored exclusively on servers in Germany, with servers described as ISO-certified
- Tier contents published across Starter, Pro and Complete, with a 14-day free trial
Held against it
- No price figures on the captured pricing pages, so an annual invoice cannot be computed from what is published
- No public information on eAU retrieval, counting towards the six-week continued-pay limit, or BEM
- Direct DATEV connection documented for expenses and travel cost reports only, with absences and time tracking exported and connected individually via the open API
- No public information on who may see a sickness reason or certificate, or on a data processing agreement
- No public information on part-time proration, carry-over expiry or public holidays per federal state
Best for
- You want fast leave requests and approvals, including approvals directly in Slack or Microsoft Teams, for the 10 to 50 employees the vendor recommends itself for
- You run Microsoft 365, Google Workspace or Okta and want single sign-on with automated SCIM provisioning, available from the Pro plan onward
- You have development capacity to build against the documented open REST API and map absence exports to your payroll codes yourself
- You want a vendor that states data is stored exclusively on servers in Germany
Avoid if
- You need absence data flowing directly into DATEV, since the direct connection is documented for expenses and travel cost reports only, with absences exported and connected individually via the open API
- You must compute your annual cost before a sales conversation, since the captured pricing pages publish tier contents but no price figures
- You run a regulated German sick-leave process, since sick leave and the eAU scores sit at 2 with no public information on eAU retrieval, the six-week continued-pay count or BEM
- You must document who may see sickness reasons or certificates before rollout, since absence data protection scores sit at 2
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 1.5 of 5 |
| Requests, approvals & team calendar | 2 of 5 |
| Sick leave, eAU & continued pay | 1 of 5 |
| Payroll handover, time tracking & API | 2 of 5 |
| Health data, access & works council | 1 of 5 |
| European sovereignty | 2 of 5 |
| Pricing transparency | 0.5 of 5 |
Entitlements & German leave rules
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How this is scored
Whether the tool computes leave the way German and Austrian law and contracts do: entitlements per contract and working-time model, part-time proration, carry-over and expiry with the required notice, public holidays per federal state, half days and hourly leave, and special leave types.
0 — A fixed number of days per person typed in by hand; no carry-over, no proration and no public holidays.
3 — Annual entitlements and national public holidays, with carry-over as a manual adjustment and no statement on part-time or regional holidays.
5 — Entitlements per employee with automatic proration for joiners, leavers and part-time working days, public holidays per German federal state or Austrian region, half days, configurable carry-over with an expiry date, and custom leave types.
8 — Several working-time models per employee with changes over time recalculated, hourly leave, carry-over expiry with automatic notices to employees before leave lapses, special leave and parental leave types with their own rules, and entitlement changes logged.
10 — Leave law modelled and documented: entitlement rules per contract or collective agreement, statutory minimum and contractual leave kept apart where they expire differently, balances recalculated retroactively with an audit trail, and the rules a tool applies published in its help centre.
The Team Lead
Remaining leave is tracked automatically and the data categories list additional leave for tenure, special leave and parental leave, but I found no public information on part-time proration, public holidays per federal state, carry-over with an expiry date, or half days and hourly leave. What is described reads as entitlement tracking with custom types rather than leave law being modelled. 1 8 8
The Managing Director
Remaining leave is tracked automatically and extra days for tenure and special leave appear alongside parental leave as absence categories, which is more than a number typed in by hand. But we found no public information on public holidays per federal state, part-time proration, or carry-over expiry with notice to employees — exactly the points I am personally liable for. 1 8
The Payroll Accountant
Remaining leave is kept current and the documented absence categories cover parental leave, extra days for seniority and special leave, which is a start. We found no public information on part-time proration, carry-over and its expiry, public holidays per federal state, half days or hourly leave, so I cannot confirm entitlements are computed the way German contracts require. 1 8
The Data Protection Officer
Remaining leave is kept up to date automatically and the captured pages list absence categories including parental leave, special leave, transfer periods and extra days for company seniority. We found no public information on part-time proration, carry-over with expiry, half days, or public holidays per federal state or Austrian region. 1 8
The HR IT Integrator
The pages show remaining leave kept permanently up to date, and the data notice lists absence categories including parental leave, extra days for company tenure and special leave — but I found no public information on part-time proration, public holidays per federal state, carry-over with expiry, or hourly and half-day leave. For a payroll-side integrator that leaves the entitlement engine effectively undocumented. 1 8
The Skeptic
Remaining-leave balances, additional days for tenure, and special and parental leave appear — but only as data categories in the privacy notices, which tells me what is stored, not that the rules are computed. We found no public information on part-time proration, half days or hourly leave, holidays per German federal state, or carry-over expiry with notices before leave lapses. 1 3 1 8
Requests, approvals & team calendar
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How this is scored
The everyday flow: an employee requests leave on a phone, the right person approves, a substitute is named, and the team can plan around it — judged on configurable approval chains and on what colleagues are allowed to see.
0 — Leave requested by email or in a shared calendar; no approval step and no record of who approved.
3 — Requests with a single approver and a team calendar, but no substitutes, no blocking rules and every absence reason visible to everyone.
5 — Mobile requests and approvals, approvers per team or department, substitutes named on the request, a team calendar that shows absence without the reason, email or push notifications, and calendar sync.
8 — Multi-level approval chains, minimum staffing rules or blackout periods, delegation while the approver is away, configurable calendar visibility per role, Microsoft Teams or Slack integration, and every request, approval and cancellation logged.
10 — Approval logic that matches a real organisation: rules per location, team and leave type, conflicts checked against staffing and shift plans before approval, a complete history per request, and reporting on pending and overdue approvals.
The Team Lead
Requests and approvals run with a few clicks, native iOS and Android apps exist, approvals can be given directly in Slack or Teams with a daily broadcast of who is absent, and calendars sync via ICS to Google and Outlook. I found no public information on substitutes named on a request, minimum-staffing or blackout rules, multi-level chains, or whether the team calendar can hide the absence reason from colleagues — the exact points that decide whether I catch a clash before approving. 1 6 1
The Managing Director
Requests and approvals with a real-time team calendar are described, native iOS and Android apps exist, and approvals can be handled in Slack or Microsoft Teams with a daily absence broadcast plus calendar sync down to team, department and location. We found no public information on substitutes, multi-level approval chains, or how much of an absence reason colleagues may see. 1 6 1
The Payroll Accountant
Requests and approvals run in the app and directly in Teams and Slack, with a real-time team calendar, a daily absence broadcast and ICS sync into Google and Outlook. We found no public information on substitutes, approval chains with more than one step, minimum staffing or blackout rules, or how far an absence reason is visible to colleagues. 1 6 1
The Data Protection Officer
Requests and approvals happen with a few clicks, native iOS and Android apps are available, and approvals can be handled directly in Microsoft Teams or Slack with a daily broadcast of absences and calendar sync to Google, Outlook and iCal. We found no public information on named substitutes, multi-level approval chains, blackout periods, or what colleagues are allowed to see of an absence reason. 1 6 1
The HR IT Integrator
Requests and approvals in a few clicks, a real-time team calendar, native iOS and Android apps, calendar sync with ICS feeds for teams and locations, and approvals handled directly inside Microsoft Teams and Slack are all on the record. I found no public information on substitutes, approval chains per team, blocking rules, or whether the calendar hides the absence reason from colleagues. 1 6 1
The Skeptic
Requests, approvals and a real-time team calendar are confirmed, with approvals handled directly in Slack and Teams chat, native iOS and Android apps, daily absence broadcasts and calendar sync via Google, Outlook and ICS. We found no public information on substitutes, multi-level approval chains, blackout or staffing rules, or whether colleagues see absence without the reason. 1 6 1
Sick leave, eAU & continued pay
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How this is scored
Sick notifications and the German electronic certificate of incapacity: whether the tool retrieves the eAU from the health insurer itself or through a named payroll system, how sick days are counted towards the six-week continued-pay and BEM thresholds, and how child-sick days and certificates from private insurance are handled.
0 — Sickness recorded as another leave type with no word on the eAU, certificates or thresholds.
3 — A sick-leave type with a document upload, and "eAU" mentioned without saying who retrieves it or how.
5 — Sick notification by the employee in the app, the eAU retrieval process documented — by the tool itself or via a named payroll system — with the retrieval status visible to HR, and child-sick days as a separate type.
8 — eAU retrieval from the statutory health insurers documented end to end with the certified software named, retrieval results written back to the absence, sick days counted towards the six-week continued-pay limit per illness, BEM thresholds flagged to HR only, and paper certificates for privately insured employees handled.
10 — Sick leave handled as the regulated process it is: eAU retrieval automated with error and follow-up handling, continued-pay and sickness-benefit transitions tracked, BEM invitation workflow supported, reasons and documents restricted to named roles, and the whole process documented in the help centre.
The Team Lead
Sick days are recorded as their own category, split into with and without a medical certificate and with a category for a child in need of care, which shows the distinction is understood. I found no public information on the eAU, who retrieves it or how, no document upload for certificates, and nothing on counting sick days towards the six-week continued-pay limit. 8 8
The Managing Director
Sick days exist as a type with a categorisation by whether a certificate of incapacity was submitted, and a category for a child needing care is named. We found no public information on the eAU, on who retrieves it, on counting sick days towards the six-week continued-pay limit, or on BEM — as the one who would otherwise phone every health insurer, that is nearly the whole requirement. 8 8
The Payroll Accountant
Sick days are their own category and are split by with or without a certificate of incapacity, with the sick child as a separate case — the first thing I check when the six-week continued-pay period is running. We found no public information on the eAU, who retrieves it from the health insurer, counting sick days towards the six-week limit per illness, or BEM. 8 8
The Data Protection Officer
Sick days are recorded as an absence category, split by whether a certificate of incapacity exists and with a marker for a child needing care, which is a bare categorisation rather than a regulated process. We found no public information on eAU retrieval, who retrieves it, counting towards the six-week continued-pay limit, or BEM. 8 8
The HR IT Integrator
Sick days appear as their own category, split by whether a certificate of incapacity was submitted and with a sick-child category — but I found no public information on the eAU, who retrieves it, counting towards the six-week continued-pay limit, or BEM thresholds. For a German buyer the regulated core of the sick-leave process is simply not visible. 8 8
The Skeptic
Sickness is a tracked category and sick days are categorised as with or without a certificate, with a caring-for-a-sick-child category — that is a label on data, not the regulated process. We found no public information on eAU retrieval or who fetches the certificate, counting sick days towards the six-week continued-pay limit, or BEM thresholds. 8 8
Payroll handover, time tracking & API
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How this is scored
Getting absences into the payroll run with the right codes and keeping balances consistent with time tracking: exports or integrations for the payroll systems German companies use, time-account interaction, and an API.
0 — No export beyond a screen list; absences are retyped into payroll.
3 — A CSV or Excel export of absences per month, with no named payroll system and no API.
5 — A documented export or integration for DATEV (LODAS or Lohn und Gehalt) or another named German payroll system, absence types mapped to payroll codes, and a documented API.
8 — Several named payroll integrations, absence and overtime balances shared with time tracking, configurable payroll codes per leave type, monthly closing that locks past periods, webhooks, and an API with published limits.
10 — Payroll handover that closes the month: absences, sick days and eAU results delivered to payroll in its own format with corrections flagged, a period lock with an audit trail, a versioned API with a deprecation policy, and the full absence history exportable at contract end.
The Team Lead
DATEV is named, but the direct connection covers only expenses and travel cost reports; absences and time tracking are exported and connected individually to DATEV or other accounting systems via the open REST API v2, which is documented with its authentication methods. I found no public information on absence types mapped to payroll codes, a monthly closing that locks past periods, webhooks, or published API limits. 6 1 2
The Managing Director
DATEV is named, though the direct connection is scoped to expenses and travel cost reports while absences and time tracking are exported and connected individually via the open REST API, which is documented with JSON, OAuth 2.0 and Hawk. We found no public information on mapping absence types to payroll codes, a monthly period lock, or webhooks. 6 2
The Payroll Accountant
The direct DATEV connection is documented for expenses and travel cost reports only; absences and time tracking are exported and connected to DATEV individually via the open REST API, whose version two, JSON format and authentication methods are published. We found no public information on mapping absence types to payroll codes, locking past months once payroll is paid, or webhooks — so for me that handover still means custom mapping on my side. 6 1 2
The Data Protection Officer
A documented open REST API (v2) covers absences, users and remaining leave, and DATEV is named, but the direct DATEV connection is documented for expenses and travel cost reports only, with absences and time tracking left to exports that are connected individually. We found no public information on payroll code mapping, period locking or webhooks. 6 2
The HR IT Integrator
This is concrete on my core needs: a documented REST API at version 2 with JSON, OAuth 2.0 and Hawk, access to absences and remaining leave, and SSO with Microsoft, Google and Okta including SCIM provisioning — though the API only comes with the top plan. The catch for payroll is that the direct DATEV connection is scoped to expenses and travel cost reports, with absences and time tracking to be exported and connected individually via the open API; I found no public information on webhooks, payroll code mapping per leave type, or period locks for monthly closing. 6 1 2
The Skeptic
DATEV is named, but the captured wording says the direct connection covers expenses and travel cost reports, while absences and time tracking reach DATEV or other accounting systems through export and the open REST v2 API — the classic strong headline, thinner pipe. The API itself is documented with OAuth 2.0 and access to absences and remaining leave; we found no public information on absence types mapped to payroll codes, monthly period locking or webhooks. 4 6 2 7
Health data, access & works council
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How this is scored
What the tool does with data that is health data in law: who can see a sickness reason or certificate, how long absence records are kept, whether access is logged, and whether the vendor documents what a works agreement on absence recording needs.
0 — Nothing stated about who sees sick data or how long absences are kept.
3 — Roles for employees, managers and admins, but sickness reasons and documents visible to managers by default, and no retention setting.
5 — Sick-leave reasons and certificates restricted to HR by configurable permissions, colleagues see only "absent", retention or deletion of absence records configurable, and a DPA available.
8 — Field-level permissions per leave type, access to health-related records logged, retention rules per record type with automatic deletion, employees able to see their own records, and documentation aimed at works councils or a works agreement.
10 — Health data governed and evidenced: Art. 9 GDPR processing explained per feature, deletion runs logged and reportable, audit logs exportable, no analytics or AI features run on sickness data without explicit configuration, and the vendor publishing a template or checklist for the works agreement.
The Team Lead
The privacy notices describe deletion when the purpose ends, retention of up to ten years for legal duties, and a contact address for deletion requests, and sick-day categories including certificate status are disclosed. I found no public information on who may see a sickness reason or certificate, whether access to health-related records is logged, a DPA, or any documentation aimed at a works council or works agreement. 4 8 8
The Managing Director
The privacy statements say data is deleted once the purpose falls away, name statutory retention of up to ten years, and the software is described as GDPR-compliant — but that is general. We found no public information on who may see sickness reasons or certificates, on retention settings for absence records, on a data processing agreement, or on documentation aimed at a works council. 4 1 8
The Payroll Accountant
The privacy documents promise deletion once the purpose falls away, cite legal retention of up to ten years, and name Mailjet for newsletters and Zendesk for the ticket system. We found no public information on who may see a sickness reason or certificate, configurable retention for absence records, logged access to health-related data, or documentation for a works agreement. 4 8 8
The Data Protection Officer
The privacy notices name sick days, including categorisation by certificate, as a processed data category, with purpose-bound deletion, logfiles deleted after seven days and legal retention of up to ten years. We found no public information on who may see a sickness reason or certificate, configurable retention for absence records, access logging of health-related records, a data processing agreement, or documentation aimed at a works agreement. 4 8 8
The HR IT Integrator
The privacy notices state that personal data is deleted once the purpose of storage ends, cite statutory retention of up to ten years, and name Zendesk as the ticket system and Mailjet for newsletters in the processing chain. I found no public information on who may see sickness reasons or certificates, configurable retention for absence records, access logging, or documentation aimed at a works council — and for health data that silence weighs heavily. 4 8 8
The Skeptic
The privacy notices enumerate sickness days and certificate categorisation among the processed data and promise deletion once the purpose ends, with an email address for deletion requests. We found no public information on who may see a sickness reason or certificate, configurable retention for absence records, access logging, a DPA, or documentation for a works agreement on absence recording. 4 8 8
European sovereignty
panel opinion
panel disagrees
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How this is scored
Where absence and sickness data lives, who the contracting entity is, and who the subprocessors are — including email, push-notification and support providers. Independently sourced by the sovereignty pipeline.
0 — Non-EU vendor and contracting entity, hosting unstated, and subprocessors unnamed.
3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — email, push notifications, analytics or support — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published with locations, and a DPA that covers sickness data as special-category processing.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, and certification published.
The Team Lead
Data is stated to be stored exclusively on servers in Germany, on the vendor's own ISO-certified infrastructure, and the parent company Softgarden GmbH is named. The contracting entity is not confirmed on the captured pages, and I found no published subprocessor list with locations — Mailjet, Zendesk and Google appear in the privacy texts without locations or safeguards. 1 4 1 8
The Managing Director
Storage exclusively on servers in Germany is stated on several captured pages, with ISO-certified servers and SSL encryption. The vendor is named as a Munich company, though the captured pages do not confirm the contracting entity, and processors such as the newsletter and ticket-system providers are named without locations; we found no published subprocessor list with locations or a DPA covering sickness data. 1 4 8 1
The Payroll Accountant
The vendor's own pages state that all servers are in Germany, and Mailjet and Zendesk appear in the privacy documents, but the independently verified contracting entity, ownership, data residency and subprocessor exposure all came back unconfirmed. We found no public information on a published subprocessor list with locations, a DPA covering sickness data as special-category processing, or certification. 4 1 8
The Data Protection Officer
The vendor states that all data is stored exclusively on ISO-certified, SSL-encrypted servers in Germany, and the company is absence.io GmbH in Munich. Mailjet, Zendesk and Google are named in the privacy texts without published locations, and we found no subprocessor list with locations or a DPA covering sickness data; the independently collected attributes for legal entity, ownership, residency and subprocessors are all unknown. 1 4 8 8
The HR IT Integrator
The vendor pages state repeatedly that data is stored exclusively on servers in Germany, and the privacy notices name Softgarden GmbH as the parent company, Mailjet for newsletters and Zendesk for support. The independently sourced attributes could not confirm the contracting entity, ownership, data residency or subprocessor exposure, however, and the captured pages give no processor locations, no DPA covering sickness data, and servers described only as ISO-certified without the standard being named. 4 8 1
The Skeptic
The vendor's pages state that data is stored exclusively on servers in Germany with ISO-certified, encrypted servers, but the independently collected attributes leave the contracting entity's jurisdiction, ownership and data residency unconfirmed on the captured pages. We found no published subprocessor list — Mailjet, Zendesk and Google appear only incidentally in the privacy notices. 1 4 8 8
Pricing transparency
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: price per employee or per user, which features (eAU, payroll export, time tracking) sit in which tier, minimum users and the minimum term.
0 — No public prices at all; every tier is a sales conversation.
3 — A starting price exists, but the pricing basis or which features it covers is unstated — the invoice is unknowable.
5 — Tier prices public with the pricing basis given, but at least one commonly needed piece (eAU, payroll export, time tracking, extra admins) is unpriced or "on request".
8 — Every tier priced publicly with its basis, add-on prices listed, minimum users, minimum term and VAT treatment given.
10 — Complete price computability: the annual invoice derivable for a given headcount and feature set, with every add-on, setup fee and overage published.
The Team Lead
The plan structure is public — Starter covers absence and leave management with Microsoft, Google and Slack included, Single Sign-On from Pro onward, and the API in Complete, with a 14-day trial — but no price figure of any kind appears on the captured pricing pages. I found no public information on the price per employee, minimum users, minimum term or VAT treatment, so the annual invoice cannot be computed. 2 2
The Managing Director
The pricing page shows three tiers and which functions sit in each — time tracking and the personnel file in Pro, expenses and the API in Complete — with a 14-day trial and integrations stated to carry no additional cost. We found no public price figures, no pricing basis, and no minimum term, so I cannot compute my annual invoice from what is published. 2 6 2 5
The Payroll Accountant
Tier contents are public — absence management and reports in Starter, time tracking and the personnel file in Pro, expenses and the API in Complete, with a 14-day trial and integrations included at no extra cost. We found no public information on the price per employee or per user, the pricing basis, minimum users, minimum term or VAT treatment, so a buyer cannot compute the annual invoice. 6 2
The Data Protection Officer
The captured pricing pages name the Starter, Pro and Complete tiers and their contents — time tracking from Pro, the API in Complete, integrations at no extra cost — but we found no public price figures, no pricing basis, and no minimum users or term, so an annual invoice cannot be computed from public pages. 6 2
The HR IT Integrator
The pricing page publishes the tier structure and what each tier contains — Microsoft, Google and Slack integrations in Starter, time tracking and single sign-on in Pro, the API in Complete — plus a 14-day free trial, but no price figures appear anywhere. A buyer cannot compute even a rough annual cost from the public pages, so every invoice is a sales conversation. 2 6 2
The Skeptic
Tier names and their feature allocation are public — absence management in Starter, time tracking and the personnel file in Pro, expenses and the API in Complete, with integrations included at no additional cost and a 14-day trial. The captured pricing page shows no price figure at all — no per-employee price, pricing basis, minimum users, minimum term or VAT treatment — so the annual invoice cannot be computed from public pages. 2 6 2 5
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Questions about absence.io
Is absence.io European?
Yes. whats-best.ai classifies absence.io as EU-Made.
Where does absence.io store data?
The default storage location for customer data is not stated on the vendor’s pages as of 13 Oct 2026. The vendor’s pages mention Germany as hosting location, per the vendor’s page captured 13 Oct 2026.
Does absence.io have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to absence.io?
As of 15 Oct 2026, the panel rates Kenjo (3/5), flair (2.5/5) and HRlab (2.5/5) highest among the other 16 Absence Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is Kenjo (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: absence.io alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 1 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- Weak sourcing — Data residency, Subprocessors, Legal entity. Not confirmed on the vendor’s own pages as captured.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 51 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 10 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 9 subprocessors facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 6 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 5 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 5 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 4 data facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 3 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 hosting fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (8)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.absence.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 2 Pricing page www.absence.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 3 Leave planner www.absence.io Checked 13 Oct 2026 Details →
- 4 Privacy policy www.absence.io Checked 13 Oct 2026 Details →
- 5 Legal notice www.absence.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 6 Payroll handover, time tracking & API — found from sitemap www.absence.io Checked 13 Oct 2026 Details →
- 7 Payroll handover, time tracking & API — found from sitemap www.absence.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 8 Health data, access & works council — found from sitemap www.absence.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →