Absence Management
HiBob
Rest of world Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Hibob Inc. · www.hibob.com
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HiBob at a glance
- Vendor
- Hibob Inc.
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Default not stated; pages mention the US, the EU, United Kingdom, Australia, Canada and Israel source, captured 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates HiBob 1/5, the mean of 6 judges. HiBob's bob is a cloud people platform spanning core HR, hiring, payroll and finance, judged on absence. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
HiBob's bob is a cloud people platform spanning core HR, hiring, payroll and finance, judged on absence. Its strongest showing is payroll handover at 3-4: the terms say Time & Attendance reports can be exported to payroll, and UK and US payroll integrations are named. Requests and approvals follow at 2-4, on smart workflows, a mobile app and a Slack bot. The floor is sick leave and the eAU, clustered at 0, with no public information on sick notifications, certificates, continued-pay counting or child-sick days; leave policies sit at 0-1, entitlements, proration, carry-over and public holidays by German federal state all unevidenced. Absence data protection scores 1-2, over retention with no fixed period and reserved use of anonymized, aggregated data. Judges split on sovereignty, 1-3: the privacy policy places data in the US, EU, UK, Australia, Canada and Israel, Hibob Inc. is the contracting entity, some credit the EU's presence among those regions and others score low over no EU-only option evidenced and unnamed subprocessors. No prices are published; entry is a demo or a time-limited free edition.
Speaks for it
- Time-and-attendance reports can be exported to payroll, and UK and US payroll integrations are named — the payroll handover cluster of 3-4
- Smart workflows and approvals, a mobile app and a Slack bot underpin requests and approvals at 2-4
- An integrations marketplace offers admin-configurable third-party integrations requiring admin authorization
- The terms leave the customer sole owner of user content
Held against it
- Sick leave and the eAU clustered at 0, with no public information on sick notifications, certificates, continued-pay counting or child-sick days
- Leave policies scored 0-1, with no public information on entitlements per contract, part-time proration, carry-over or public holidays by German federal state
- The payroll evidence names UK and US payroll, with no public information on DATEV or another German payroll system, absence-to-code mapping or a documented API
- Sovereignty scored 1-3: Hibob Inc. is the contracting entity, the privacy policy lists the US, EU, UK, Australia, Canada and Israel, and the judges found no public information on an EU-only option or named subprocessor locations
- Absence data protection scored 1-2: retention carries no fixed period, the terms reserve HiBob use of anonymized, aggregated data, and no public information covers who may see a sickness reason
Best for
- You want a broad people platform — core HR, hiring, payroll, finance — and can treat absence as time-and-attendance data exported to payroll
- Your payroll sits on the vendor's UK or US payroll, or you need only exported time-and-attendance reports for your own run
- You have an integration team ready to wire third-party services through the admin-configured marketplace
Avoid if
- You need German sick-leave processes — eAU retrieval, six-week continued-pay counting, child-sick days: the sick leave and eAU criterion sat at the bottom of the table
- You must evidence leave calculation per contract, part-time proration, carry-over or public holidays by federal state
- You require an EU-only hosting option or a published subprocessor list before signing — the privacy policy names six regions and the judges found no public information on either
- Your payroll runs on DATEV or another German system and you need a documented connector — the captured pages evidence UK and US payroll and a report export
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 0.5 of 5 |
| Requests, approvals & team calendar | 1 of 5 |
| Sick leave, eAU & continued pay | 0 of 5 |
| Payroll handover, time tracking & API | 1.5 of 5 |
| Health data, access & works council | 1 of 5 |
| European sovereignty | 1 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
We found no public information on entitlements per contract, part-time proration, carry-over, or public holidays per federal state — the pages name only a Core HR system of record and a Time & Attendance module with per-person work cycles. For my part-timers across two shifts, nothing here tells me German or Austrian leave rules are computed at all. 1 3
The Managing Director
The captured pages name time and attendance tracking and per-person work cycles, but I found no public information on leave entitlements per contract, part-time proration, carry-over with expiry notice, or public holidays per German federal state. For a company spanning two federal states where I am personally liable for the calculation, that silence decides it. 1 3
The Payroll Accountant
We found no public information on leave entitlements, part-time proration, carry-over and expiry, half days, or public holidays per German federal state — the captured pages market a broad people platform and say nothing about computing leave. The only absence-adjacent item is work-cycle editing in the time-and-attendance module, which is not an entitlement calculation. 1 3
The Data Protection Officer
The captured pages describe a people platform with a time-and-attendance module for defining work cycles, but we found no public information on leave entitlements per contract, part-time proration, carry-over, public holidays by federal state, half days or special leave types. Nothing in the capability lists or terms speaks to German or Austrian leave rules at all. 1 3
The HR IT Integrator
The captured terms show a time and attendance module where each person's work cycle can be defined and edited, which is the only absence-adjacent configuration we could see. We found no public information on entitlement calculation, part-time proration, carry-over and expiry, public holidays per German federal state, half days or special leave types. 1 3
The Skeptic
The terms describe a time and attendance module in which each team member's work cycle can be defined and edited — the closest thing to a leave rule on the captured pages. Beyond that, I found no public information on entitlements per contract, part-time proration, carry-over with expiry notice, or public holidays by German federal state. 1 3
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
"Smart workflows and approvals", a mobile app and a Slackbot suggest approvals can happen away from a desk, but that is all I have: no public information on leave requests themselves, named substitutes, minimum-staffing warnings before approval, or a team calendar that shows who is away without the reason. 1 3
The Managing Director
Smart workflows and approvals, a mobile app and a Slack bot are named, so some approval flow plausibly exists. But I found no public information on approvers per team, named substitutes, blackout rules or what colleagues may see in a team calendar, so I cannot judge the everyday flow. 1 3
The Payroll Accountant
The core capability list names smart workflows and approvals, and there is a mobile app and a Slack bot, so some approval flow exists. But we found no public information on substitutes, minimum staffing or blackout rules, what colleagues may see in a calendar, or a logged history per request — not enough to judge the everyday absence flow on. 1 3
The Data Protection Officer
Smart workflows and approvals, a mobile app and a Slack bot are advertised, which evidences some approval machinery, but we found no public information on leave requests specifically — nothing on approvers per team, named substitutes, a team calendar, or what colleagues may see of an absence. 1 3
The HR IT Integrator
The homepage advertises smart workflows and approvals, a mobile app and a Slackbot integration, which suggests a configurable approval flow rather than a single hard-coded approver. We found no public information on substitutes named on requests, minimum staffing or blackout rules, or how much of an absence colleagues are allowed to see in a calendar. 1 3
The Skeptic
The homepage promises "smart workflows and approvals" and the platform ships with a mobile app and a Slack bot, so an approval step plausibly exists — but that is one marketing phrase, not evidence of how leave requests actually flow. I found no public information on approvers per team, named substitutes, blocking rules, or what colleagues are allowed to see of each other's absences. 1 3
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 simply not addressed on the captured pages: we found no public information on sick notifications, the eAU, certificates, child-sick days, or how sick days count towards continued pay. 1 3
The Managing Director
The captured product listings cover core HR, hiring, payroll and compensation, and I found no public information among them on sick notifications, the eAU, certificates, continued-pay counting or child-sick days. For my operation the eAU must arrive without phone calls to insurers, and nothing here evidences any of that process. 1 3
The Payroll Accountant
We found no public information on sick notifications, the eAU, certificates, child-sick days, or counting towards the six-week continued-pay limit — sickness is not addressed in the captured pages at all. For my month-end that means chasing paper and keying sick days by hand, with no result attached to the absence record. 1 3
The Data Protection Officer
Sickness is entirely absent from the captured pages: we found no public information on sick notifications, the electronic certificate of incapacity and who retrieves it, counting towards the six-week continued-pay period, BEM, or child-sick days. For an absence product this is the loudest silence in the file, and I score it at the bottom. 1 2 3
The HR IT Integrator
The terms list the platform's modules in detail — core HR, payroll, benefits, hiring, finance — and we found no public information on sick notifications, certificates, the eAU or how sick days would be counted towards the six-week continued-pay limit. Nothing on the captured pages names a health insurer retrieval path or a payroll system that would take the eAU. 2 3
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
The only concrete handover statement is that Time & Attendance reports can be "exported to payroll", alongside generic "Payroll integrations" naming UK and US payroll. We found no public information on DATEV or another German payroll system, absence types mapped to payroll codes, or a documented API. 1 2 3
The Managing Director
The terms describe Time and Attendance reports exportable to payroll, and payroll integrations are listed for the UK and US, which puts a payroll export within reach. But I found no public information on DATEV or any other German payroll system, and no API documentation, so the handover a German payroll office needs is unevidenced. 1 2 3
The Payroll Accountant
The pages show generic payroll integrations, HiBob's own UK and US payroll, and time-and-attendance reports that can be exported to payroll. We found no public information on DATEV or any other named German payroll system, absence types mapped to payroll codes, a documented API, or a lock on closed months — I would still be retyping absences into my Lohn und Gehalt run. 1 2 3
The Data Protection Officer
Time-and-attendance reports exportable to payroll and advertised payroll integrations — with UK and US payroll named — evidence a basic handover, but we found no public information on German payroll systems such as DATEV, absence-to-payroll code mapping, period locks, or a documented API with limits. 1 3
The HR IT Integrator
The terms say time and attendance reports can be exported to payroll, the privacy policy describes admin-configurable third-party integrations, and the homepage lists payroll integrations with UK and US payroll. We found no public information on a connector for DATEV or any other German payroll system, on absence types mapped to payroll codes, on a documented API or on webhooks. 1 2 3
The Skeptic
The terms say time-and-attendance reports can be exported to payroll, and the homepage advertises "Payroll integrations" plus UK and US payroll, but I found no public information naming DATEV or any other German payroll system. I also found no public information on absence types mapped to payroll codes, period locking, or an API with published documentation. 1 2 3
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
Retention is only "as long as it is reasonably necessary" with a support e-mail for questions, and the terms reserve HiBob free use of anonymized, aggregated data derived from customer content. We found no public information on who may see a sickness reason or certificate, configurable deletion, access logs, or works-council documentation. 2 3
The Managing Director
The privacy policy states personal data is retained with no fixed period, as long as the relationship, legal obligations or dispute protection require, and the terms reserve HiBob free use of anonymized, aggregated data derived from user content. I found no public information on who may see a sickness reason or certificate, on access logging, or on anything supporting a works agreement. 2 3
The Payroll Accountant
The privacy policy publishes a retention position — no fixed period, data kept as long as reasonably necessary — and routes deletion questions to a support address, while the terms reserve HiBob's free use of anonymized, aggregated data derived from user content. We found no public information on permission roles around sickness reasons, configurable retention or deletion per record type, access logging, or documentation aimed at a works council. 1 2 3
The Data Protection Officer
The privacy policy retains personal data with no fixed period — as long as reasonably necessary for the relationship and legal obligations — and the terms allow HiBob to freely use anonymized, aggregated data derived from user content, which as far as the captures show would include absence records. We found no public information on who may see a sickness reason or certificate, access logging, retention settings per record type, or documentation aimed at a works agreement, and the AI features are advertised with no statement on whether they run on absence data. 1 2 3
The HR IT Integrator
The privacy policy retains personal data for as long as reasonably necessary for the relationship and legal obligations, with no fixed period and a support email for retention questions, and the terms reserve free use of anonymized, aggregated data. We found no public information on who may see a sickness reason or certificate, on configurable retention or deletion of absence records, on access logging, or on documentation aimed at a works council. 1 2 3
The Skeptic
The privacy policy retains personal data for as long as reasonably necessary with no fixed period and directs retention questions to a support email, while the terms grant HiBob free use of anonymized, aggregated data derived from user content. I found no public information on permissions restricting sickness reasons to named roles, logged access to health-related records, configurable deletion, or documentation for a works agreement. 2 3
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
Personal data is processed in the US, EU, UK, Australia, Canada and Israel under HiBob Inc., and the pages name no subprocessors beyond "authorized Service Providers". We found no public information on EU-only hosting, the contracting entity's jurisdiction, or a data processing agreement covering health data. 2 3
The Managing Director
The contracting party is Hibob Inc., and the privacy policy states personal data is maintained, processed and stored in the US, EU, UK, Australia, Canada and Israel, with service providers referenced but not named. I found no public information on an EU-only hosting option or on named subprocessor locations, so my people's absence data could sit outside the EU with no safeguard I can verify. 2 3
The Payroll Accountant
Personal data may be maintained and processed in the US, EU, UK, Australia, Canada and Israel, and the captured terms name Hibob Inc. as the contracting party. We found no public information on a published subprocessor list with locations, on European hosting as the standard, or on safeguards for the non-EU parts of the chain; a trust centre is linked from the homepage but its contents were not captured. 1 2 3
The Data Protection Officer
The contracting entity is Hibob Inc., a non-European company, and the privacy policy states personal data is maintained, processed and stored in the US, EU, UK, Australia, Canada and Israel — no EU-only option is evidenced, so sickness data can sit outside the EU by default. Service providers are referenced but unnamed, and we found no public information on which subprocessors handle email, push notifications or support, or where they are located. 2 3
The HR IT Integrator
The privacy policy states personal data is maintained, processed and stored in the US, EU, UK, Australia, Canada and Israel, so EU residency appears as one option in a multi-region chain, and the contracting entity named in the terms is the non-EU Hibob Inc. We found no public information on the subprocessors, their locations, or a data processing agreement covering sickness data as special-category processing. 2 3
The Skeptic
HiBob Inc. is the contracting entity behind the terms, and the privacy policy states data is maintained, processed and stored in the US, EU, UK, Australia, Canada and Israel, with those doing the storing described only as "authorized Service Providers". I found no public information on EU hosting as standard, a subprocessor list with locations, or special-category safeguards for sickness data. 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 captured pages show no prices — only a free demo from a representative and a limited-time Free Edition — so for my twelve-person team the annual invoice is a sales conversation, not a computation. 1 3
The Managing Director
The only public commercial facts are a free demo on request and a free, limited edition of the platform for a limited period. No tier, per-employee price, minimum term or VAT treatment is published, so I cannot compute even a rough annual invoice from these pages. 1 3
The Payroll Accountant
The only public offer is a free, limited edition for a limited period; paid arrangements begin with a demo conversation, and we found no public information on a price per employee, tier contents, add-ons such as the eAU or payroll export, minimum users or the minimum term. The annual invoice cannot be computed from these pages. 1 3
The Data Protection Officer
No price is published anywhere in the captured pages; what is public is a free demo arranged through a representative and a time-limited free edition with limited features. A buyer cannot compute any annual cost from these pages, since every paid tier sits behind a sales conversation. 1 3
The HR IT Integrator
The captured pages offer a free demo and a limited free edition for a trial period, but no price appears for any tier. We found no public information on a per-employee or per-user price, which modules or add-ons sit in which tier, minimum users, contract terms or VAT treatment. 1 3
European sovereignty — proven facts
0 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 ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about HiBob
Is HiBob European?
No. whats-best.ai classifies HiBob as Rest of world.
Where does HiBob store data?
The default storage location for customer data is not stated on the vendor’s pages as of 13 Oct 2026. The vendor’s pages mention the US, the EU, United Kingdom, Australia, Canada and Israel as hosting locations, per the vendor’s page captured 13 Oct 2026.
Does HiBob have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to HiBob?
As of 15 Oct 2026, the panel rates Kenjo (3/5), flair (2.5/5) and HRlab (2.5/5) highest among the other 16 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: HiBob alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 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 — Data residency. Not confirmed on the vendor’s own pages as captured.
- 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.
- 9 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
- 2 subprocessors 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
- 1 compliance fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 support fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (3)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.hibob.com Checked 13 Oct 2026 Details →
- 2 Privacy policy www.hibob.com Checked 13 Oct 2026 Details →
- 3 Terms and conditions — names the entity www.hibob.com Checked 13 Oct 2026 Details →