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The Data Protection Officer

Accrual policies are documented in real depth: proration by days and by full-time-equivalent share with working-day proration called the common setting for Germany, Austria and Switzerland, monthly or anniversary grants, carry-over with expiry options up to four years out, half days, hourly absence categories and custom absence types, plus public holidays handled per location. We found no public information on automatic notices before carry-over lapses, on statutory versus contractual leave being kept apart where they expire differently, or on special and parental leave types with their own rules. 6 8 3

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The Data Protection Officer

Approval policies support multiple steps with quorum, parallel or first-response rules, routed by department, position, location, entity or a custom field, and requests run from the mobile app and Slack, with managers able to record a sick report on an employee's behalf and manager changes transferring pending requests into a recorded approval path. We found no public information on minimum staffing rules or blackout periods, and the pages show transfer on manager change rather than delegation while the approver is away. 7 7 8 3

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The Data Protection Officer

The eAU process is documented end to end through the DATEV integration with its HR eAU connection named, auto-send once an absence is recorded with a configurable delay, the insurer's answer written back onto the absence, and plain-word responses covering hospitalisation through to the recorded date of diagnosis. We found no public information on counting sick days towards the six-week continued-pay limit, on BEM thresholds being flagged, on child sick days as a separate type, or on paper certificates for privately insured employees. 9 9 8

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The Data Protection Officer

The DATEV integration is documented for LODAS and Lohn und Gehalt with accountant authorisation, employee and payroll data syncs, file retrieval into employee documents and a second named payroll connection for Switzerland, and locked payroll runs appear behind a custom permission; approved absences also adjust target working hours in time tracking. We found no public information on published API limits, webhooks, or how absence types map to payroll codes, so the monthly handover is only partly evidenced. 10 10 11 13 3

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The Data Protection Officer

There is genuine access machinery: permission sets and visibility scopes by department, location and entity, absence-category visibility that HR can override record by record, and a server-enforced guard on logging in as an employee. But on everything that governs health data we found no public information: no retention or deletion setting for absence and sickness records, no data processing agreement, no logging of access to health-related records and no works-council documentation, while the eAU answer with its date of diagnosis is recorded on the absence with no stated viewer restriction; the privacy statements captured cover only website and applicant data. 13 8 7 9 4

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The Data Protection Officer

On the contracting entity confirmed on the vendor's own pages, on where absence and sickness data is hosted, and on the subprocessor list including email, push and support providers, we found no public information. The product is built on Salesforce, so the platform layer is US, and regional adaptation appears only as a marketing phrase, which leaves me unable to say where a single sick day actually rests. 1 5 4

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The Data Protection Officer

The pricing page names the modules and marks time tracking, HR administration and recruiting as optional add-ons alongside qualified e-signature and a ticket system, so the composition of the offer is visible. We found no public prices at all — no price per employee, no pricing basis, no minimum users, no term and no VAT treatment — and the offered path is a free, non-binding demo, so no invoice is computable from these pages. 2 2 3

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