whats-best.ai
Search Sign in

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

Report an error on this page Is this your product? →

Link to this page

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 Managing Director

Weighted verdict

Runs a forty-person company in two federal states without an HR department and is liable when leave is calculated wrong. Wants part-time entitlements prorated correctly, the right public holidays per site, carry-over that lapses only after employees were told, and the eAU handled without a phone call to every health insurer.

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

Scored by The Managing Director

Panel median The Managing Director 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 Managing Director
Entitlements & German leave rules 3.5 of 5 3.5 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 1 of 5
Pricing transparency 0.5 of 5 0 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.

Report an error

The Managing Director

The help centre documents what I am personally liable for: proration by working days per week or FTE share, half days (morning, lunch, evening), hourly categories with different times per day, carry-over with expiry methods including regulated carry-over, and public holidays maintained per location with Germany, Austria and Switzerland settings called out. I found no public information on automatic notices to employees before carried-over leave lapses, or on special and parental leave types with their own rules. 6 8 3 2

Report an error

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.

Report an error

The Managing Director

This is a real framework, not a to-do list: multi-step chains with first-response, all-approver or quorum modes, routing by department, location, entity or a custom field, approvals in Slack and on the phone, overlap detection, and a manager change that hands over pending requests with the transfer kept in an audit history. I found no public information on minimum-staffing or blackout rules, on delegation while the approver is away, or on whether colleagues see an absence without its reason. 7 7 8 3

Report an error

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.

Report an error

The Managing Director

The eAU is documented end to end: requests go out through the DATEV integration, can be sent automatically once an absence is recorded with a configurable delay, and the insurer's answer lands on the absence record in plain words (incapacity for work, hospitalisation, report not existing) with errors and invalid fields flagged — exactly the process that avoids calls to every health insurer. I found no public information on counting sick days towards the six-week continued-pay limit, BEM thresholds, child-sick days as a separate type, or paper certificates for privately insured employees. 9 9 10 8

Report an error

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.

Report an error

The Managing Director

DATEV is taken seriously — target system LODAS or Lohn und Gehalt, consultant and client numbers, accountant authorisation, payslip retrieval, and explicit sync actions after an address, IBAN or salary changes — alongside a second named integration (MSBC/SwissSalary), approved absences automatically adjusting time-tracking targets, and payroll runs that can be locked. I found no public information on mapping absence types to payroll codes, on webhooks, or on a documented API with published limits; a developer portal is mentioned, but nothing in these pages documents one. 10 10 11 3 13

Report an error

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.

Report an error

The Managing Director

Access control is more granular than most: Salesforce permission sets per role, visibility scopes by department, location or entity, documents with an HR+Manager+Employee visibility option, and manager-hierarchy sharing that explicitly excludes absences, salaries and documents. I found no public information on retention or deletion settings for absence and sickness records, on logging who viewed a sick certificate, on a data-processing agreement, or on anything written for a works council; the privacy policy covers applicant and website data only. 13 7 8 4

Report an error

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.

Report an error

The Managing Director

The product is built natively on Salesforce, so the platform layer that would hold my absence and sickness data sits with a US provider, and I found no public information on the contracting entity, where data is hosted, or a single named subprocessor. For records that include diagnosis dates, that is not something I can sign off on from these pages. 1 5

Report an error

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.

Report an error

The Managing Director

The pricing page shows modules and optional add-ons (advanced recruiting, qualified electronic signature, ticket system) and a free demo, but I found no public information on any price figure, the pricing basis, minimum users or a minimum term. I cannot begin to compute what this would cost my forty people across two sites. 2 2 3

Report an error

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 →