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Absence Management

flair

EU-Made Report an error

Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by flair.hr GmbH · flair.hr

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flair: AI-assisted analysis on whats-best.ai flair: AI-assisted analysis on whats-best.ai (dark)

Add ?theme=dark to the image address for dark backgrounds. The badge shows the category and the month of the latest evaluation, and EU-Made where that is the product’s provenance. It never shows a score.

flair at a glance

Vendor
flair.hr GmbH
Headquarters
Not stated on the vendor’s pages as of 13 Oct 2026
Data hosting
Not stated on the vendor’s pages as of 13 Oct 2026
Free plan
Not stated on the vendor’s pages as of 13 Oct 2026
Starting price
“Ab 2,50 € pro Mitarbeitendem und Monat.” (vendor’s words) source, captured 13 Oct 2026
Panel verdict
The AI panel rates flair 2.5/5, the mean of 6 judges. flair, an absence management suite from flair.hr GmbH of Munich built natively on Salesforce, drew a consistent picture from the judges: strong everyday absence operations, thin public proof on data protection, sovereignty and price. 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

flair alternatives, European ones first →

Read this page as one judge. Each weighs the same scores by what they care about.

The Payroll Accountant

Weighted verdict

Closes payroll in DATEV every month and corrects whatever arrived late. Wants absences exported with the right payroll codes, the eAU result attached to the sick day, the six-week continued-pay limit counted per illness, and past months locked once they are paid.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The Payroll Accountant

Panel median The Payroll Accountant This judge’s scores over the panel median. Each label opens its reasoning below.
Scores per criterion, in stars out of 5
Criterion Panel median The Payroll Accountant
Entitlements & German leave rules 3.5 of 5 3.5 of 5
Requests, approvals & team calendar 3.5 of 5 4 of 5
Sick leave, eAU & continued pay 3.5 of 5 3.5 of 5
Payroll handover, time tracking & API 3.5 of 5 3.5 of 5
Health data, access & works council 2 of 5 2 of 5
European sovereignty 1 of 5 1 of 5
Pricing transparency 0.5 of 5 0.5 of 5

Entitlements & German leave rules

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.

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The Payroll Accountant

Proration is properly modelled — by working days per week or FTE share, with the Germany/Austria/Switzerland configuration documented — plus half days morning, lunch or evening, hourly categories, carry-over with expiry options including regulated carry-over, and allowance growth by age or years of service. We found no public information on special leave or parental leave types, on automatic notices before carried-over leave lapses, or on statutory minimum and contractual entitlement being kept apart where they expire differently. 6 8 3

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Requests, approvals & team calendar

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.

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The Payroll Accountant

Multi-step approval chains with all-required, first-response, quorum or parallel steps, routed by department, location or legal entity, with a mid-flight manager change transferred to the new manager and recorded in the audit history; requests run through the Employee Hub, the iOS and Android apps and Slack, and overlapping absences show in red. We found no public information on minimum-staffing or blackout rules, on calendar sync, or on reporting of pending and overdue approvals. 7 7 8 3

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Sick leave, eAU & continued pay

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.

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The Payroll Accountant

The eAU retrieval is documented end to end: configured on the DATEV payroll integration with the HR eAU connection status shown on the absence record, automatic sending after a configurable delay, insurer answers in plain words written back to the absence with incapacity and hospitalisation dates, and the employer's own incapacity start date held side by side for comparison. What I need for the payroll run is missing: we found no public information on sick days being counted towards the six-week continued-pay limit per illness, on BEM steps, on child-sick days as their own type, or on paper certificates for privately insured employees. 9 9 8

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Payroll handover, time tracking & API

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.

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The Payroll Accountant

The DATEV handover is genuinely documented — target system LODAS or Lohn und Gehalt, consultant and client numbers, accountant authorization, employee and payroll data syncs, and payslip retrieval — alongside SwissSalary for Switzerland, payroll runs per pay period, and a locked payroll run whose time entries are normally closed once it is completed, which is the period lock I want. We found no public information on mapping absence types to payroll codes, on a documented API with published limits or webhooks, or on corrections being flagged to payroll. 10 10 11 13 3

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Health data, access & works council

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.

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The Payroll Accountant

Access control is real: permission sets per HR role, visibility scopes by department, location or entity, sharing defaults that keep absences away from managers further up the reporting chain, and an HR override of visibility on a single record. We found no public information on retention or deletion settings for absence records, on logging of access to sickness reasons and certificates, on a data processing agreement covering health data, or on any material aimed at a works council. 13 8 4

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European sovereignty

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.

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The Payroll Accountant

The imprint places the company in Munich, but the captured pages do not confirm the contracting entity, and all HR data sits on Salesforce — a US platform layer — with residency described only as regional adaptation options. We found no public information on hosting guarantees or on a subprocessor list, so the chain behind absence and sickness data cannot be assessed. 5 1 1

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Pricing transparency

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.

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The Payroll Accountant

The pricing page names the modules and marks the recruiting, qualified e-signature, ticket-system and time-tracking pieces as optional add-ons, but we found no public price for any of them — no per-employee rate and no tier figures — so the annual invoice is not computable and everything is routed through a free, non-binding demo. 2 2 3

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European sovereignty — proven facts

0 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined — uncited Report an error
Subprocessors Not determined ⚠ unverified — uncited Report an error

Questions about flair

Is flair European?

Yes. whats-best.ai classifies flair as EU-Made.

Where does flair store data?

Not stated on the vendor’s pages as of 13 Oct 2026.

Does flair have a free plan?

Not stated on the vendor’s pages as of 13 Oct 2026.

What are the best alternatives to flair?

As of 15 Oct 2026, the panel rates Kenjo (3/5), HRlab (2.5/5) and Urlaubsverwaltung (2/5) highest among the other 16 Absence Management products evaluated. 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: flair alternatives.

Where this could be wrong

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.

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Sources (13)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor homepage flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  2. 2 Pricing page flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  3. 3 Absence management flair.hr Checked 13 Oct 2026 Details →
  4. 4 Privacy policy flair.hr Checked 13 Oct 2026 Details →
  5. 5 Legal notice flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  6. 6 Entitlements & German leave rules — found from sitemap kb.flair.hr Checked 13 Oct 2026 Details →
  7. 7 Requests, approvals & team calendar — found from sitemap kb.flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  8. 8 Requests, approvals & team calendar — found from sitemap kb.flair.hr Checked 13 Oct 2026 Details →
  9. 9 Sick leave, eAU & continued pay — found from sitemap kb.flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  10. 10 Payroll handover, time tracking & API — found from sitemap kb.flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  11. 11 Payroll handover, time tracking & API — found from sitemap kb.flair.hr Checked 13 Oct 2026 Details →
  12. 12 Health data, access & works council — found from sitemap kb.flair.hr Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  13. 13 Health data, access & works council — found from sitemap kb.flair.hr Checked 13 Oct 2026 Details →