Absence Management
e-days
Provenance unknown Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 1 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by e-days International Ltd · www.e-days.com
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e-days at a glance
- Vendor
- e-days International Ltd
- Headquarters
- Not stated on the vendor’s pages as of 27 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 27 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 27 Oct 2026
- Panel verdict
- The AI panel rates e-days 2/5, the mean of 6 judges. e-days is an absence management platform whose strongest area in this review is requests and approvals, scoring 6 to 6: leave approved straight from email, a mobile app, alternative authorisers, group calendars and minimum-staffing alerts are all documented. how scores are made
- As of
- Vendor pages captured 27 Oct 2026; evaluated by the panel 27 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
e-days is an absence management platform whose strongest area in this review is requests and approvals, scoring 6 to 6: leave approved straight from email, a mobile app, alternative authorisers, group calendars and minimum-staffing alerts are all documented. Leave policies (4 to 5) and absence data protection (4 to 5) follow, built on FTE-based proration that awards and deducts public holidays automatically, and on visibility permissions per absence type that keep sickness reasons off shared calendars. The weaknesses are concentrated: sick leave and eAU (the electronic certificate of incapacity) score 1 to 2, with no public information on eAU retrieval, the six-week continued-pay count, BEM or child-sick days — sickness appears only as a configurable absence type. Sovereignty scores run 0 to 2, the widest range among the criteria, on a Nottingham contracting entity and Microsoft hosting with no stated region or subprocessor list. Payroll handover scores 4 to 4: a documented RESTful API, but no named German payroll system. No prices are published; quotes come via a free personalised demo or callback.
Speaks for it
- Requests and approvals score 6 to 6, with approval straight from email, a mobile app, alternative authorisers, group calendars and minimum-staffing alerts all documented
- Leave policies score 4 to 5 on automated FTE-based proration — public holidays awarded and deducted from entitlements per working pattern, with automated carry-over and accruals
- Absence visibility is configurable per absence type at global, template and user level, with My Own / My Reportees / Others tiers, so sickness reasons stay off shared calendars
- Payroll handover scores cluster at 4 on a documented RESTful API with developer pages, client ID authentication and full create, read, update and delete operations
- ISO 27001 certification (issued 5th November 2019), encryption at rest and in transit, and annual third-party penetration testing are stated
Held against it
- Sick leave and eAU scores run 1 to 2, with no public information on eAU retrieval, certificates, the six-week continued-pay count, BEM or child-sick days
- Sovereignty scores run 0 to 2 on a Nottingham contracting entity, Microsoft hosting with no region stated, and US Cloud Act exposure flagged in the chain
- Entitlement changes affect future calculations only and do not backdate, so corrections after a closed month are not recalculated
- No German federal-state holiday calendars found — public holiday dates arrive via CSV or import feed — and no carry-over expiry with advance notice is documented
- No prices are published; the public route to a quote is a free personalised demo or a callback request
Best for
- You run a mixed full-time and part-time workforce and need FTE-based proration with public holidays awarded and deducted automatically, supplying holiday dates yourself by CSV or import feed
- Your team wants self-service absence handling — approvals from email, a mobile app, group calendars and minimum-staffing alerts — while keeping sickness reasons hidden from colleagues
- You have developers to build payroll handover over the documented RESTful API rather than relying on a prebuilt connector
Avoid if
- You need the regulated German sick-leave process — eAU retrieval, six-week continued-pay counting, BEM, child-sick days — handled by the tool; the captured pages show sickness only as a configurable absence type with reasons and health advice
- You depend on retroactive recalculation after entitlement changes; the help centre states changes affect future calculations only and do not backdate
- You expect a named German payroll connection such as DATEV out of the box; payroll appears publicly only as a FAQ question, with the documented API as the handover route
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 2.5 of 5 |
| Requests, approvals & team calendar | 3 of 5 |
| Sick leave, eAU & continued pay | 0.5 of 5 |
| Payroll handover, time tracking & API | 2 of 5 |
| Health data, access & works council | 2.5 of 5 |
| European sovereignty | 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
Part-time staff are handled through FTE settings and working patterns with public holidays pro-rated automatically, and carry-over, accruals, custom absence types and hourly booking are all evidenced — my part-timers across two shifts would be calculated properly. I found no public information on public holidays by German federal state (dates arrive via CSV or import feed rather than regional rules), carry-over expiry with automatic notice before leave lapses, or special and parental leave types with their own rules. 1 4 5 8
The Managing Director
Part-time handling looks real — FTE-based public holiday award and deduction, pro-rating webinars, leave bookable in days or hours, custom absence types and automated carry-over and accruals. But I found no public information on German federal-state holiday sets (dates arrive by CSV or feed I would have to supply), nothing on carry-over expiring with notice before leave lapses, and the help pages state changes affect future calculations only and do not backdate, which leaves me reworking corrections by hand. 1 4 5
The Payroll Accountant
Entitlements run on FTE and working patterns with automatic award and deduction of public holidays, pro-rating for part-timers, automated carry-over and accruals, and leave booked in days or hours — that is the proration I need for part-time staff. I found no public information on per-federal-state or regional holiday calendars or carry-over expiry with advance notices, and the help centre states entitlement changes affect future calculations only and do not backdate, so a correction after a closed month is not recalculated. 1 4 5 6
The Data Protection Officer
Public holidays are awarded and deducted automatically based on FTE and working patterns, part-timers are pro-rated, leave books in days or hours, and custom absence types with automated carry-over are documented. We found no public information on German federal-state holiday sets, carry-over expiry with notice, or statutory versus contractual entitlements kept apart, and the help centre states entitlement changes affect future calculations only, with no retroactive recalculation. 1 4 5
The HR IT Integrator
Part-time adjustment via FTE settings and working patterns, automatic award and deduction of public holidays based on FTE, automated carry-over and accruals, and booking in days or hours with custom absence types are all documented. We found no public information on German federal-state holiday sets, carry-over expiry with automatic notice before leave lapses, or retroactive recalculation — captured help states changes affect future entitlement calculations only and do not backdate. 1 4 5
The Skeptic
Proration is computed rather than typed in — public holidays are awarded and deducted automatically from entitlements based on FTE and working patterns, part-time is handled via FTE settings, and carryover and accruals are automated. But I found no public information on holidays per German federal state or Austrian region, carry-over expiry with notices before leave lapses, or special and parental leave rules; the help centre even states entitlement changes affect future calculations only and do not backdate. 1 4 5
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 on a mobile app with approval straight from email, group calendars per team or organisation-wide, and minimum staffing alerts, while granular visibility permissions per absence type mean colleagues can see who is away without seeing a sickness reason — that is exactly how a team calendar should behave. I found no public information on naming a substitute on the request, multi-level approval chains, or a logged history of every approval and cancellation, and the staffing evidence reads as an alert when levels are exceeded rather than a check before approval, which is the clash I keep discovering too late. 1 6 7 12
The Managing Director
Requests and approvals run through a mobile app with approval straight from the email, per-manager authorisers backed by an alternative authoriser, group calendars, minimum-staffing alerts and a workflow builder for reminders. Granular visibility per absence type means colleagues can be limited to seeing only that someone is absent. I found no public information on multi-level approval chains, named substitutes for the person who is away, a Teams or Slack tie-in, or a logged history of every approval. 6 7 12
The Payroll Accountant
Mobile app, approvals straight from email, alternative authorisers and minimum-staffing alerts are documented, with a group calendar and granular visibility per absence type so a sickness reason need not be shown to everyone. I found no public information on multi-level approval chains, a logged history per request, or a Microsoft Teams or Slack integration. 1 6 7 12
The Data Protection Officer
Mobile bookings, approvals straight from email, group calendars and minimum-staffing alerts are evidenced, and visibility is configurable per user relationship and per absence type. Alternative authorisers give a form of delegation, but we found no public information on multi-level approval chains, substitutes named on the request, Teams or Slack integration, or a logged approval history. 6 7 12
The HR IT Integrator
Approving leave straight from the email alert, a mobile app, group calendars per team or organisation-wide, minimum-staffing alerts, reminder workflows and configurable visibility of who sees whom are all documented, with an alternative-authoriser relationship alongside the standard one. We found no public information on multi-level approval chains, blackout periods, Microsoft Teams or Slack integration, or a logged history of who approved what. 1 6 7
The Skeptic
Leave can be approved straight from email, a mobile app exists, authorisers are assigned per reportee with alternative authorisers, minimum-staffing alerts and calendar sync are documented, and user views control who appears on group calendars. I found no public information on multi-level approval chains, named substitutes on the request itself, Microsoft Teams or Slack integration, or any log of who approved what. 6 7
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
Sickness is tracked as an absence type with reasons and corresponding health advice, and medical appointments can be configured to deduct from a related entitlement, but that is where the regulated process stops on the captured pages. I found no public information on eAU retrieval from the health insurers, certificates, sick days counted towards the six-week continued-pay limit, BEM, or child sick days. 1 8
The Managing Director
Sickness exists as a trackable absence type with reasons and health advice, configurable visibility, and medical appointments can be made to deduct from a related entitlement. Beyond that I found no public information on the eAU, on who retrieves certificates from health insurers, on counting sick days towards the six-week continued-pay threshold, on BEM, or on child sick days and private-insurance certificates — the regulated process I am personally exposed to is not evidenced. 1 8
The Payroll Accountant
Sickness exists as a tracked absence type with reasons and corresponding health advice, and medical appointments can be configured to deduct from a related entitlement. I found no public information on eAU retrieval from health insurers, medical certificates, counting sick days towards the six-week continued-pay limit, child sick days or BEM — for a German payroll run that is the decisive gap. 1 6 8
The Data Protection Officer
Sickness exists as a tracked absence type with reasons and linked health advice, and medical appointments can be configured to deduct from a related entitlement. We found no public information on eAU retrieval, certificates, child-sick days, the six-week continued-pay threshold or BEM — nothing on the regulated process. 1 8
The HR IT Integrator
Sickness is tracked as an absence type with reasons and health advice, and medical appointments can be configured to deduct from a related entitlement — that is the whole of what the captured pages show on sickness. We found no public information on eAU retrieval by the tool or any payroll system, certificates, counting towards the six-week continued-pay limit, BEM thresholds, or child-sick days. 1 6 8
The Skeptic
Sickness exists as a configurable absence type, with reasons carrying health advice, and medical appointments can be configured to deduct from a related entitlement pot — that is the whole of the captured picture. I found no public information on the electronic certificate of incapacity or who retrieves it, certificate handling for statutory or private insurers, the six-week continued-pay count, BEM, or child-sick days. 1 6 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
There is a documented REST API with developer documentation and client ID authentication, plus a CSV user import/export tool that even protects payroll IDs against Excel truncation, and timesheet management and overtime/TOIL exist as features. I found no public information on integrations with a named payroll system such as DATEV, absence types mapped to payroll codes, monthly period locking, or webhooks; the only payroll evidence on the marketing page is a FAQ question title, not an answer. 1 9 10
The Managing Director
There is a documented REST API with create, read, update and delete operations plus developer pages, which is more than a bare export, and timesheets and overtime/TOIL appear as features. But the only export I can see evidenced is a user-data CSV; I found no public information on a named German payroll system such as DATEV, on absence types mapped to payroll codes, on monthly period locking or on webhooks. 1 9 10
The Payroll Accountant
A RESTful API with developer documentation and full create, read, update and delete operations exists, and a CSV export handles fields like Payroll ID — but that export covers user data, not absences per month mapped to payroll codes, and the captured pages name no German payroll system such as DATEV. A payroll connection appears only as a question in a FAQ, and I found no public information on absence-to-code mapping, a monthly period lock or webhooks. 1 9 10
The Data Protection Officer
A RESTful API with developer documentation and a CSV export carrying Payroll ID fields are published, with timesheets and overtime alongside. We found no public information on a named payroll system such as DATEV, absence types mapped to payroll codes, period locking or webhooks; payroll appears publicly only as a support question. 1 9 10
The HR IT Integrator
A documented RESTful API with a public developer portal, client-ID and secret authentication, and full create, read, update and delete operations is published, and user exports can carry a Payroll ID field. We found no public information on integrations with DATEV or any other named German payroll system, absence types mapped to payroll codes, webhooks, or absence and overtime balances shared with time tracking. 1 9 10
The Skeptic
A REST API with developer documentation and client-ID authentication is published, and admins can export user data — including a Payroll ID field — to CSV for reporting or reimport; on payroll itself the captured pages offer only a FAQ question about whether the software connects to payroll. I found no public information on a named German payroll system such as DATEV, absence-type-to-payroll-code mapping, webhooks, API limits, or any period lock. 1 9 10
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
Visibility permissions per absence type at global, template and user level let an administrator keep Sickness hidden while the calendar still shows who is away, backed by role-based access through Active Directory and Azure AD and ISO 27001 certification. I found no public information on configurable retention or deletion of absence records, access logging for health-related records, a data processing agreement, or any documentation aimed at a works council or works agreement. 3 11 12
The Managing Director
Visibility permissions are genuinely granular — per absence type such as sickness versus holidays, at global, template and user level, with a My Own / My Reportees / Others scheme — so I could keep illness details away from line managers. But I found no public information on retention or deletion settings for absence records, on logged access to health-related data, or on documentation aimed at a works agreement; ISO 27001, encryption and staff screening are stated, a DPA is not. 3 12
The Payroll Accountant
Visibility of absence records is controlled per absence type at global, template and user level with three-tier permission columns, using Holidays versus Sickness as the worked example, and a warning that user-level settings override all others — real machinery for keeping sick reasons away from managers. I found no public information on retention or deletion of absence records, a data processing agreement, or logging of access to health data. 1 11 12
The Data Protection Officer
Granular permissions per absence type, organisational level and user relationship can keep sickness reasons away from colleagues, and view of one's own absences runs through the same model. We found no public information on retention or deletion of absence records, DPA availability, access logging for health-related records, or documentation aimed at a works agreement. 3 12
The HR IT Integrator
Visibility permissions per absence type — keeping Holidays and Sickness apart — can be set at global, template and user level, with relationship tiers for own record, reportees and others and a warning that user-level settings override everything else. We found no public information on retention or deletion of absence records, access logging, a data processing agreement, or documentation aimed at works councils. 7 12
The Skeptic
Absence-record visibility is configurable per absence type — the vendor's own example is holidays versus sickness — and by organisational level, with separate tiers for own, reportee and other records plus user-level overrides: a real permission model, not a manager-sees-everything default. I found no public information on retention or deletion settings for absence records, a data processing agreement, logged access to health-related data, or documentation aimed at works councils. 3 7 12
European sovereignty
panel opinion
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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
The contracting entity is registered in Nottingham with a UK VAT and company number, and hosting sits with Microsoft with no region or EU contracting entity stated, which leaves a US-exposed chain for absence and sickness data. I found no public information on a European hosting region or a subprocessor list covering email, push notifications and support. 2 3 6
The Managing Director
The contracting entity is a United Kingdom company in Nottingham and the application is hosted with Microsoft, with no published region — a US-parented provider in the chain with no stated EU safeguard. I found no public information on an EU hosting option, on the Azure region used, or on a subprocessor list covering email, notifications and support, so I cannot verify where my staff's sickness data would live. 2 3 6
The Payroll Accountant
The contracting entity sits in Nottingham, UK, outside the EU, hosting is with Microsoft with the region unstated, and I found no public information on subprocessors for email, push notifications or support. ISO 27001 and encryption are stated, but the captured pages say nothing about where absence and sickness data actually lives. 2 3
The Data Protection Officer
The contracting entity is a UK company in Nottingham, hosting is stated as Microsoft without a named region, and we found no public information on subprocessors covering email, push notifications or support. As captured, the chain is neither evidenced as European nor transparent. 2 3
The HR IT Integrator
The contracting entity is E-days Absence Management Ltd of Nottingham, hosting sits with Microsoft with no region stated, and we found no published subprocessor list covering email, support or payments — the capture itself flags US Cloud Act exposure on the Microsoft chain. No EU hosting statement, EU contracting entity or sovereignty certification is in evidence. 2 3
The Skeptic
The contracting entity is a Nottingham company registered and trademarked under UK law, and hosting is placed with Microsoft with no region or EU contracting entity of Microsoft named. I found no public information on a subprocessor list for email, push notifications or support, which leaves US Cloud Act exposure in the chain; naming the host is the only detail that moves this above nothing. 2 3
Pricing transparency
not rated — the vendor publishes no price
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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 public pages offer a free personalised demo and a callback request, and segment buyers from small and mid-market to global organisations, but I found no public prices at all — no per-employee or per-user figure, no tiers, no add-on prices, no minimum users and no term. The annual invoice is simply not computable from what is published; every price is a sales conversation. 1 2
The Managing Director
No price of any kind appears in the public captures: the pages offer a free personalised demo and a callback, and the only tiering I can see is segment names such as Small & Mid-Market and Large & Enterprise. The real annual invoice for my forty people is not derivable from public information. 1 2
The Payroll Accountant
No price figures appear on the captured pages; the route to a quote is a free personalised demo or a callback, with market segments named but no tier prices, per-employee basis, minimum term or VAT treatment published. A buyer cannot begin to compute the annual cost from what is public. 1 2
The Data Protection Officer
The only public paths to a price are a free demo and a callback request, with market segments named but unpriced. We found no public information on price per employee, which features sit in which tier, minimum users or contract term, so the annual invoice is not computable from public pages. 1 2
The HR IT Integrator
We found no public prices at all: the captured pages offer a free personalised demo and a callback request. There is no price per employee, no tier contents, no minimum users and no contract term to compute an annual invoice from. 1
The Skeptic
The public route to a number is a free personalised demo and a callback request, with segment names for small, enterprise and global organisations carrying no prices. I found no public information on a price per employee, which features sit in which tier, minimum users, minimum term or VAT treatment — the invoice is a sales conversation. 1 2
European sovereignty — proven facts
1 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 | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | US CLOUD Act reach ⚠ unverified | 0/2 pts | 3 Report an error |
Questions about e-days
Is e-days European?
Not determined: the vendor’s pages as captured do not say where e-days is based.
Where does e-days store data?
Not stated on the vendor’s pages as of 27 Oct 2026.
Does e-days have a free plan?
Not stated on the vendor’s pages as of 27 Oct 2026.
What are the best alternatives to e-days?
As of 15 Oct 2026, the panel rates Kenjo (3/5), flair (2.5/5) and HRlab (2.5/5) highest among the other 17 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: e-days alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 27 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 — Subprocessors. The page does not say which Azure region or EU contracting entity of Microsoft is used, and no subprocessor list covering other services (email, support, payments) is published; Google Analytics and AdRoll appear only as marketing-website tools and were not counted.
- 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.
- We found no public information on pricing on the pages we read (e-days.com, e-days.com/terms-and-conditions, e-days.com/security, support.e-days.com/support/solutions/articles/77000553437-part-timers-and-public-holidays, support.e-days.com/support/solutions/articles/77000508844-public-holiday-setup-public-holiday-entitlement-auto-calculated-based-on-fte, e-days.com/all-features/group-calendar and 6 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 11 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
Sources (12)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.e-days.com Checked 27 Oct 2026 Details →
- 2 Terms of service — found from the homepage www.e-days.com Checked 27 Oct 2026 Details →
- 3 Security / trust page — found from the homepage www.e-days.com Checked 27 Oct 2026 Details →
- 4 Entitlements & German leave rules — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 5 Entitlements & German leave rules — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 6 Requests, approvals & team calendar — found from sitemap www.e-days.com Checked 27 Oct 2026 Details →
- 7 Requests, approvals & team calendar — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 8 Sick leave, eAU & continued pay — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 9 Payroll handover, time tracking & API — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 10 Payroll handover, time tracking & API — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 11 Health data, access & works council — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →
- 12 Health data, access & works council — found from sitemap support.e-days.com Checked 27 Oct 2026 Details →