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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 Skeptic

Weighted verdict

Knows "eAU supported" can mean a photo upload, "DATEV integration" can mean a CSV, and "GDPR-compliant" can mean every manager sees every diagnosis-adjacent note. Reads for who actually retrieves the certificate, which leave rules are computed rather than typed in, and whether the carry-over expiry notice exists at all.

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

Scored by The Skeptic

Panel median The Skeptic 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 Skeptic
Entitlements & German leave rules 3.5 of 5 3 of 5
Requests, approvals & team calendar 3.5 of 5 3.5 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 of 5
Health data, access & works council 2 of 5 2 of 5
European sovereignty 1 of 5 0.5 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 Skeptic

The accrual engine is real, not typed in: proration by days, months or full months, workload proration by working days per week or FTE percentage, rounding down to half values, carry-over with regulated expiry and offsets of up to four further years, and half days with Morning, Lunch and Evening options. But I found no public information on automatic notices before carried-over leave expires, on special or parental leave types, or on public holidays per German federal state — the closest is a troubleshooting topic about public holidays per location — which keeps it a cut above the middle tier and short of modelled leave law. 6 8 2

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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 Skeptic

Multi-step policies routed by department, position, location or legal entity, approval types including quorum and all-must-approve, Slack approvals, mobile apps for iOS and Android, overlap warnings in red, and an audit history of approval assignments — the everyday flow is genuinely built. I found no public information on minimum-staffing or blackout rules, on what colleagues see of an absence reason in the team calendar, or on reporting over pending and overdue approvals, so it stays below the top band. 7 8 7

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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 Skeptic

The eAU is not a photo upload: the help centre documents retrieval from the statutory health insurer through the DATEV integration's HR eAU connection, automatic sends after a configurable delay, a full taxonomy of insurer responses, error feedback with invalid fields flagged, and the employer's own incapacity start date kept beside the insurer's period for comparison. I found no public information on counting sick days towards the six-week continued-pay limit per illness, on BEM thresholds, on child-sick days, or on paper certificates from privately insured employees beyond a generic document upload capped at 4 MB. 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 Skeptic

DATEV is named with both target systems, LODAS and Lohn und Gehalt, set up with consultant and client numbers, accountant authorisation links that work once and expire after a week, explicit sync actions after employee or pay data changes, and file downloads matched to the payroll run; SwissSalary appears as a second named system and approved absences automatically adjust target working hours in time tracking. I found no public information on mapping absence types to payroll codes, on webhooks or on published API limits beyond a developer portal being mentioned, and a period lock is only visible sideways, as a custom permission for adding deductions to a locked payroll run. 10 10 11 3 13

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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 Skeptic

There is a real permission architecture: named permission sets granting view or modify per object, visibility scopes by department, location or entity, document and certificate visibility levels named as HR, manager and employee, and manager-hierarchy sharing that explicitly excludes absences and documents — and the default policies route self-uploaded certificates to the manager, so what a manager sees is a configuration choice rather than a documented restriction to HR. I found no public information on retention or deletion settings for absence records, on logging access to sickness reasons, or on any documentation aimed at a works council, which holds this in the middle. 13 7 8

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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 Skeptic

The captured pages give no confirmation of the contracting entity's jurisdiction and no data-residency statement — the homepage offers 'Optionen zur regionalen Anpassung', which is marketing, not hosting — and I found no public information on subprocessors, including the email, push and support chain, while the whole product runs natively on Salesforce, a US platform layer. Until vendor, entity, hosting and every subprocessor are published, this stays at the bottom of the scale. 1 5 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 Skeptic

The captured pricing pages name the modules and mark time tracking, advanced recruiting, the ticket system and qualified electronic signature as optional add-ons, and admin monitoring as a free integration — but we found no price figure on them: no per-employee rate, no tier cost, no minimum users, term or VAT treatment, and the offer on the page is a non-binding demo. A buyer cannot compute any invoice from what is public; the add-on labelling alone earns a point. 2 2

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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.

Do you know more about flair? Tell us Report an error on this page

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 →