Absence Management
HRlab
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by HRlab GmbH · www.hrlab.de
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HRlab at a glance
- Vendor
- HRlab 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
- Panel verdict
- The AI panel rates HRlab 2.5/5, the mean of 6 judges. HRlab is a cloud-based HR platform from HRlab GmbH, Berlin, aimed at small and mid-sized companies with up to 2,000 employees. 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
HRlab is a cloud-based HR platform from HRlab GmbH, Berlin, aimed at small and mid-sized companies with up to 2,000 employees. The strongest finding is payroll handover, where scores cluster at 7: interfaces to DATEV Lodas and DATEV Lohn + Gehalt are included as standard without extra cost, transfers run client-exact with a monthly change report of master and movement data, and wage types are configurable per organisational unit. Requests and approvals score 6 to 7 on web and app requesting with one-click, multi-level release. The weak spots are absence data protection, at 1 to 3, where no public information was found on who may see a sickness reason, or on retention and access logging, and pricing transparency, at 2 to 3, with no price figures, pricing basis, minimum users or minimum term captured. Sovereignty spans 4 to 6: the team lead scored 6 and the integrator 5, crediting the Berlin contracting entity and hosting in Kempten and Berlin with partner ID.KOM, while the others could not confirm jurisdiction and found no public subprocessor list.
Speaks for it
- Interfaces to DATEV Lodas and DATEV Lohn + Gehalt are included as standard without extra cost.
- A monthly change report delivers exactly the master and movement data relevant to the current payroll run, client-exact with company and consultant numbers.
- Every sick notification triggers the eAU query at the health insurer automatically, described by the vendor as 100% automated and without extra cost.
- Employees request absences via web or mobile app and managers or HR approve with one click, including multi-level releases.
- Hosting runs exclusively in ISO-certified high-security data centres in Kempten and Berlin with the German partner ID.KOM.
Held against it
- We found no public information on who may see a sickness reason or certificate, on retention or deletion of absence records, or on access logging.
- No price figures, pricing basis, minimum user count, minimum term or VAT treatment appear on the captured pricing pages, so an annual invoice cannot be computed.
- We found no public information on part-time proration, half-day or hourly leave, or holiday calendars per German federal state.
- We found no public information on counting sick days toward the six-week continued-pay limit, on BEM thresholds, or on paper certificates for privately insured employees.
- We found no published subprocessor list and no data-processing agreement covering sickness data, and the contracting entity's jurisdiction is not confirmed on the captured pages.
Best for
- You run payroll in DATEV Lodas or DATEV Lohn + Gehalt and want a client-exact monthly change report instead of retyping.
- You want every sick notification to trigger the eAU query at the health insurer without any payroll-system or third-party connection.
- You are a small or mid-sized company of up to 2,000 employees and need web and app absence requests with multi-level approvals.
- You want to evaluate everything first, since the free trial phase includes all functions in the test account.
Avoid if
- Your works council or data protection officer needs documented answers on sickness-data visibility, retention and access logging before rollout.
- You must compute an annual cost from public prices before contacting a vendor.
- You employ many part-time staff and depend on documented proration, half-day or hourly leave accounting.
- You require a published subprocessor list and a data-processing agreement covering special-category health data before signing.
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 2 of 5 |
| Requests, approvals & team calendar | 3 of 5 |
| Sick leave, eAU & continued pay | 3 of 5 |
| Payroll handover, time tracking & API | 3.5 of 5 |
| Health data, access & works council | 1 of 5 |
| European sovereignty | 2 of 5 |
| Pricing transparency | 1.5 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
Leave entitlements update automatically when tenure or location changes, carry-over expiry is freely definable, and the system shows remaining leave and any public holidays falling in a requested period right on the request — that is real calculation, not a typed-in number. But I found no public information on part-time proration, holidays per German federal state, half days or hourly leave, so I cannot tell whether my part-timers are counted correctly. 3 6
The Managing Director
Leave entitlements recalculate automatically on tenure or location changes, carry-over expiry is freely definable, and special leave plus freely extendable types such as child sickness are supported. Holidays falling in a requested period are calculated automatically, but whether the calendar follows each federal state is not stated, and we found no public information on part-time proration by working days, half days, or automatic notices to employees before carried-over leave lapses — the exact points I am liable for. 3 6 7
The Payroll Accountant
Entitlements recalculate automatically on tenure or location change, carry-over expiry is freely definable, holidays in a requested period are counted, and leave types including special and child-sick leave are extendable — that covers the middle of German practice. We found no public information on part-time proration, half days, hourly leave, or automatic notices to employees before carry-over lapses; only pay-data changes are documented with timestamps, not entitlement changes. 3 6 7
The Data Protection Officer
Entitlements recalculate automatically when tenure or location changes, carry-over expiry is freely definable, and special leave and child-sick appear among freely extensible absence types, with collective-agreement and payroll groups named as a premium feature. We found no public information on part-time proration, half days or public holidays per federal state, which German leave accounting needs. 2 3 6 7
The HR IT Integrator
Entitlements recalculate automatically on tenure or location change, remaining-leave expiry is freely definable, public holidays are computed within a request, and special types like Sonderurlaub and Kind krank are freely extendable. I found no public information on part-time proration, half-day or hourly leave, or holiday calendars per German federal state, so this sits below the mid-level definition. 3 6 7
The Skeptic
Entitlements recalculate automatically on tenure or location change, carry-over expiry is freely definable, and special leave plus child-sick types are named, with public holidays computed inside a requested period. We found no public information on part-time proration, holidays per German federal state, half days or hourly leave, or any notice to employees before carried-over leave lapses. 3 6 7
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
This is close to what I live on: employees request by web or mobile app, managers or HR approve with one click including multi-level releases, vacation blocks are configurable, and the calendar view shows whether enough resources remain in the department before a request is released — with substitutes and overlapping team requests covered. I found no public information on delegation while the approver is away, on configurable calendar visibility per role, or on a Teams or Slack integration. 3 6
The Managing Director
Requests come in by web or mobile app, managers or HR approve with one click, multi-level approvals and configurable vacation blocks are documented, and the team calendar shows substitutes, overlaps and whether a department still has enough resources before a request is released. We found no public information on delegation while an approver is away, per-role control of what colleagues see in the calendar, a logged history per request, or Microsoft Teams and Slack integration. 3 6
The Payroll Accountant
Web and app requests, one-click approval by managers or HR with multi-level release, configurable vacation blocks, and a team calendar that checks whether department resources remain sufficient before a request is approved are solid everyday machinery. We found no public information on delegation while the approver is away, calendar visibility configured per role, or a logged history per request. 3 6
The Data Protection Officer
Employees request by web or app, managers and HR release multi-level approvals with one click, vacation blocks are configurable, substitutes and overlapping team requests are shown, and the calendar checks whether departmental resources remain before release. We found no public information on delegation while the approver is away, calendar visibility per role, or a logged history of each request and approval. 3 6
The HR IT Integrator
Mobile requesting, one-click approvals with multi-level releases, approved substitutes, configurable vacation blocks and a calendar that checks remaining department resources before release make the everyday flow solid. I found no public information on calendar sync to Outlook or Google, delegation while an approver is away, or how much of an absence reason colleagues are allowed to see. 3 6
The Skeptic
Mobile requests, one-click approval by managers or HR including multi-level releases, configurable vacation blocks and a calendar that flags whether department resources remain on approval are all documented. We found no public information on named substitutes beyond a rhetorical question, delegation while an approver is away, configurable calendar visibility, calendar sync, or a log of approvals and cancellations — and the calendar presents sick days alongside vacation per team. 3 6
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
Every sick notification triggers the eAU query at the health insurer automatically, fully automated and without extra cost and without any payroll-system or third-party integration, employees report sick by desktop or app, and child-sick days are among the freely extendable absence types. I found no public information on counting sick days towards the six-week continued-pay limit, BEM thresholds, or paper certificates for privately insured employees. 7
The Managing Director
Every sick notification triggers an automated eAU query with the health insurer, mapped one hundred percent automated at no extra cost and with no payroll or third-party connection needed — the no-phone-calls process I want, documented by the vendor itself. But we found no public information on counting sick days towards the six-week continued-pay limit, BEM support, or paper certificates for privately insured employees, and child sick days appear only as an extendable absence type. 3 6 7
The Payroll Accountant
Every sick notification entered via desktop or app triggers the eAU query to the health insurer automatically, at no extra cost and without any payroll-system or third-party connection, and child-sick days exist as an extendable type — exactly the retrieval I want in place before payroll close. We found no public information on counting sick days towards the six-week continued-pay limit per illness, on BEM thresholds, or on paper certificates for privately insured employees. 7 6
The Data Protection Officer
Employees report sickness from desktop or app and every report automatically triggers the eAU query at the health insurer, run by HRlab itself with no payroll-system or third-party connection and no extra cost, with 'child sick' named as an extensible type. We found no public information on sick days counted towards the six-week continued-pay limit, BEM thresholds, paper certificates for privately insured employees, or who may see the retrieval status. 7
The HR IT Integrator
Every sick note automatically triggers the eAU query at the health insurer, fully automated and without any connection to a payroll system or third party — exactly the direct retrieval I want to wire up, with sick entries from desktop or app and configurable check processes. I found no public information on counting sick days towards the six-week continued-pay limit, BEM thresholds, or paper certificates for privately insured employees. 7
The Skeptic
Every sick notification entered by desktop or app triggers the eAU query at the health insurer automatically, quoted as "zu 100% automatisiert" with no payroll or third-party connection needed, and child-sick days appear among the absence types. We found no public information naming the certified retrieval software, retrieval status visibility for HR, the six-week continued-pay count, BEM thresholds, or certificates from privately insured employees. 7
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
Interfaces to DATEV Lodas and DATEV Lohn und Gehalt are included as standard at no extra cost, transferring master and movement data mandant-exact at month end with an automatic change report, wage types are configurable per organisational unit, time balances feed the same data source, and a REST API for import and export is listed. I found no public information on a lock for closed months, webhooks, or published API limits. 2 8 9
The Managing Director
DATEV Lodas and DATEV Lohn und Gehalt interfaces are included at no extra cost, transfers run client-exact with adviser numbers to month end, a monthly change report delivers exactly the master and movement data for the run, wage types are configurable per organisational unit, and Addison plus CSV/Excel exports for Stotax and Lexware are named. A REST interface for import and export is listed; we found no public information on a monthly period lock, webhooks, or published API limits. 2 8 9
The Payroll Accountant
Interfaces to DATEV Lodas and DATEV Lohn und Gehalt are included standard without extra cost, master and movement data go to DATEV client-exact with company and consultant numbers, and the monthly change report delivers exactly the master and movement data relevant to the current run — a real handover, not a retyping exercise. A REST API, a configurable wage-type catalog per organisational unit and CSV/Excel exports to Stotax and Lexware are also documented; we found no public information on a lock for closed periods, webhooks, or published API limits. 8 9 2
The Data Protection Officer
DATEV Lodas and DATEV Lohn + Gehalt are included without extra cost, moving master and movement data — hours included — client-exactly on a monthly change report, with Excel/CSV exports named for Stotax and Lexware, a configurable wage-type catalog per organisational unit, and a REST API in the premium tier. We found no public information on period locking that closes past months, webhooks, or API limits. 2 8 9
The HR IT Integrator
Interfaces to DATEV Lodas and DATEV Lohn und Gehalt are included as standard without extra cost, transfers run mandant-exact with a monthly change report, wage types with their own numbers can be defined per organisational unit, and a REST API for import and export sits in the premium tier. I found no public information on webhooks, published API limits or a monthly closing that locks past periods, so the handover stops short of a closed month. 2 8 9
The Skeptic
Transfers to DATEV Lodas and DATEV Lohn + Gehalt are standard at no extra cost, client-exact with consultant numbers, delivered as a monthly change report of master and movement data, with own wage-type catalogs per organisational unit, exports to Addison, Stotax and Lexware, a REST API and a working-time account feeding the central payroll data source. We found no public information on webhooks, published API limits, or a lock on closed payroll periods, though every pay-data change is timestamped and documented. 2 8 9
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
What is on record is a rights-management module and Germany-hosted, DSGVO-conformant data centres — but the calendar displays sick days among team absences, and I found no public information on who may see a sickness reason or certificate, on retention or deletion of absence records, on access logging, or on documentation for the works council. For data that is health data in law, that silence decides it. 1 3 7
The Managing Director
On who may see a sickness reason or certificate, how long absence records are kept, and whether access is logged, we found no public information; the captured privacy policy gives no detail on these points either. A rights-management module and configurable check processes for sickness are mentioned, but nothing connects them to health data protection, retention settings or a works agreement. 1 4 7
The Payroll Accountant
A permission-management module plus claims of ISO certification and GDPR conformity are all the captured pages give me here. We found no public information on who may see a sickness reason or certificate, on retention or deletion of absence records, on access logging for health-related data, or on documentation aimed at a works council or works agreement. 1 7 9
The Data Protection Officer
For a tool that processes eAU health data end to end, the captured pages offer only a rights-management module by name and ISO-certified, GDPR-conform hosting claims; we found no public information on who may see a sickness reason or certificate, retention or deletion of absence records, access logging, or anything aimed at a works council — the privacy policy capture yielded no such facts. 1 4 7
The HR IT Integrator
A rights-management module and a central sick-note overview with configurable check processes exist, but I found no public information on who may see a sickness reason or certificate, retention or deletion settings for absence records, access logging, or documentation aimed at a works agreement. 1 7 8
The Skeptic
A rights-management module name and DSGVO-conform hosting claims are the whole picture here, while the team calendar displays sick days per team, department or company. We found no public information on who may see a sickness reason or certificate, retention or deletion of absence records, access logging, a data-processing agreement, or any documentation aimed at works councils. 1 3 9
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
Hosting is exclusively in named high-security data centres in Kempten and Berlin with German hosting partner ID.KOM, ISO-certified and DSGVO-conformant, and the vendor is a Berlin company. However, the contracting entity is not confirmed on the captured pages, and I found no public information on subprocessors — including email, push notifications and support — or on a DPA covering sickness data as special-category processing. 1 7
The Managing Director
Hosting is documented as exclusively in Germany, in named high-security data centres in Kempten and Berlin with the German hosting partner ID.KOM, ISO-certified and GDPR-compliant. The contracting entity's jurisdiction is not confirmed on the captured pages, however, and we found no public information on subprocessors — email, push notification or support providers — or on a data processing agreement covering sickness data. 1 7 8
The Payroll Accountant
The captured pages state hosting exclusively in high-security data centres in Kempten and Berlin with the named German partner ID.KOM, ISO-certified and GDPR-conform. The independently sourced attributes could not confirm the contracting entity's jurisdiction, ownership, data residency or subprocessor exposure on the vendor's own pages as captured, and we found no published subprocessor list with locations or a DPA covering sickness data as special-category processing. 1 7 9
The Data Protection Officer
The pages state hosting exclusively in high-security data centres in Kempten and Berlin with the German partner ID.KOM, ISO-certified, and independent sourcing could not confirm the contracting entity's jurisdiction or ownership. We found no public subprocessor list, leaving open who sends the mobile app's push notifications, the emails and the support for exactly the process that carries sickness data. 1 7 8 9
The HR IT Integrator
Hosting runs exclusively in ISO-certified German data centres in Kempten and Berlin with the German partner ID.KOM named, and the contracting party appears as HRlab GmbH in Berlin. I found no published subprocessor list with locations beyond the hosting partner and no data processing agreement addressing sickness data as special-category processing. 1 5 7 9
The Skeptic
Hosting is stated exclusively in named high-security data centers in Kempten and Berlin with the German partner ID.KOM, ISO-certified and DSGVO-conform. Beyond the hoster, we found no public information confirming the contracting entity and ownership, and no subprocessor list covering email, push notifications, analytics or support, so the chain behind the hosting story stays unevidenced. 1 7
Pricing transparency
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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
A public pricing page exists with a core-versus-premium feature split and add-on modules such as Time & Absence, and a note that stated prices include support for trained users, system monitoring and maintenance — but no price figures, pricing basis, minimum users, minimum term or VAT treatment appear in the captured material. As published, I cannot compute the annual invoice from these pages. 2
The Managing Director
The pricing page names a core package, premium functions and add-ons and states that all stated prices include support, monitoring and maintenance, with the eAU query and the DATEV interfaces explicitly at no extra cost. The captured pages show no price figures, pricing basis, minimum users or minimum term, so I cannot compute the annual invoice for forty people from public information alone. 2 7 9
The Payroll Accountant
The pricing page shows a tier and add-on structure — core versus premium features, Time & Absence as an add-on — and refers to stated prices that include support; eAU retrieval and the DATEV Lodas and Lohn und Gehalt interfaces are stated to be without extra cost. No price figure, per-employee basis, minimum user count, minimum term or VAT treatment was captured, so the annual invoice cannot be computed from what we saw. 2 7 9
The Data Protection Officer
The pricing page shows which functions sit in the core and premium sets, names the add-ons Time & Absence, Recruitment and Talent Management, and states that quoted prices include support, monitoring and maintenance, with eAU and the DATEV interfaces explicitly without extra cost. We found no public price figures, pricing basis, minimum users or minimum term, so the annual invoice is not derivable. 2 7 9
The HR IT Integrator
The pricing page names the add-ons such as Time & Absence, places the REST API in a premium tier, and the eAU automation and DATEV interfaces are confirmed at no extra cost. I found no public price figures, pricing basis, minimum term or VAT treatment in the captured pages, so the annual invoice is not computable from them. 2 7 9
The Skeptic
A pricing page exists that separates core from premium features, names the add-ons Time & Absence, Recruitment and Talent Management, and states that all stated prices include support, monitoring and maintenance. We found no confirmed price figure, no pricing basis per employee or user, no minimum user count and no minimum term, so the annual invoice is not computable from the public pages we can see. 2
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 ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Questions about HRlab
Is HRlab European?
Yes. whats-best.ai classifies HRlab as EU-Made.
Where does HRlab store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does HRlab have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to HRlab?
As of 15 Oct 2026, the panel rates Kenjo (3/5), flair (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: HRlab 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, Subprocessors, Legal entity. 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.
- 13 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
- 11 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
- 6 compliance 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
- 5 data 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
- 3 legal 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 pricing 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 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
- 3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are 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 (9)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.hrlab.de Checked 13 Oct 2026 Details →
- 2 Pricing page www.hrlab.de Checked 13 Oct 2026 Details →
- 3 Leave feature www.hrlab.de Checked 13 Oct 2026 Details →
- 4 Privacy policy www.hrlab.de Checked 13 Oct 2026 Details →
- 5 Legal notice www.hrlab.de Checked 13 Oct 2026 Details →
- 6 Entitlements & German leave rules — found from sitemap www.hrlab.de Checked 13 Oct 2026 Details →
- 7 Sick leave, eAU & continued pay — found from sitemap www.hrlab.de Checked 13 Oct 2026 Details →
- 8 Payroll handover, time tracking & API — found from sitemap www.hrlab.de Checked 13 Oct 2026 Details →
- 9 Payroll handover, time tracking & API — found from sitemap www.hrlab.de Checked 13 Oct 2026 Details →