Absence Management
Interflex
EU origin, foreign-owned Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Interflex Datensysteme GmbH · interflex.com
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Interflex at a glance
- Vendor
- Interflex Datensysteme 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 Interflex 2/5, the mean of 6 judges. Interflex IF-6040 Zeit is a German time-and-absence suite whose bench scoring concentrates on one strength: sick leave and the electronic certificate of incapacity, where scores sit at a flat 7, crediting the eAU direkt add-on's fully automated direct retrieval from health insurers, automatic adoption of the insurer-reported period, status tracking, and an automatic prior-illness query on continued pay — held below the top by silence on child-sick days and on certificates from privately insured employees. 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
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Interflex IF-6040 Zeit is a German time-and-absence suite whose bench scoring concentrates on one strength: sick leave and the electronic certificate of incapacity, where scores sit at a flat 7, crediting the eAU direkt add-on's fully automated direct retrieval from health insurers, automatic adoption of the insurer-reported period, status tracking, and an automatic prior-illness query on continued pay — held below the top by silence on child-sick days and on certificates from privately insured employees. Payroll handover scores 6-7 on certified interfaces for SAP R/3, S/4HANA and SuccessFactors plus an OpenAPI REST interface. Weaknesses are broad: requests and approvals sit at 2, with no public information on approval steps, substitutes or a team calendar; leave policies score 2-3; absence data protection 1-2, and we found no public information on who may see a sickness reason or certificate, on retention or on access logging. Sovereignty scores 3-4: a Stuttgart-registered German vendor, developed in Germany, cloud or on-premise — but no public information on cloud hosting or subprocessors, and the imprint ties the company to Irish-domiciled, US-run Allegion. No prices are published.
Speaks for it
- The eAU direkt add-on retrieves electronic certificates of incapacity directly from health insurers, fully automated and without a third-party system.
- The insurer-reported absence period is adopted automatically, with retrieval status and insurer responses tracked per absence.
- An automatic prior-illness query checks continued pay without extra payroll programs or the insurer portal.
- Certified HR-PDC and OData/CICO interfaces transfer recorded data automatically into SAP R/3, S/4HANA and SuccessFactors payroll, with an OpenAPI REST interface besides.
- The software is developed in Germany, the contracting entity is a Stuttgart-registered GmbH, and on-premise deployment is offered alongside the cloud service.
Held against it
- We found no public information on approval steps, approvers per team, substitutes, delegation or a team calendar.
- 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.
- We found no public information on leave entitlement calculation, part-time proration, carry-over and expiry, or public holidays per federal state.
- We found no public information on payroll connectors outside the SAP family such as DATEV, on mapping absence types to payroll codes, or on locking past periods.
- We found no public information on where the cloud service is hosted or on any subprocessor, including push-notification delivery.
Best for
- You run payroll on SAP R/3, S/4HANA or SuccessFactors and want certified, automated handover of time and absence data.
- You administer German sick leave at volume and want eAU retrieval, period adoption and continued-pay checks fully automated.
- You need to keep absence and sickness data on your own infrastructure, with software developed in Germany by a Stuttgart-registered vendor.
Avoid if
- You depend on approval chains, substitutes and a team calendar to run leave requests — we found no public information on these.
- You must document for a works council who sees sickness reasons and certificates, how long records are kept, and whether access is logged.
- Your payroll runs outside the SAP family — we found no public information on connectors such as DATEV.
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 1 of 5 |
| Requests, approvals & team calendar | 1 of 5 |
| Sick leave, eAU & continued pay | 3.5 of 5 |
| Payroll handover, time tracking & API | 3 of 5 |
| Health data, access & works council | 1 of 5 |
| European sovereignty | 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
This is a time-and-attendance suite that says it applies individual employment contracts, collective bargaining rules and company agreements, but the captured pages never show how a leave entitlement is actually calculated. We found no public information on part-time proration, carry-over and expiry, public holidays per federal state, half days or special leave types — the arithmetic my twelve people's balances depend on is not on show. 2 5
The Managing Director
The time-management pages say the system applies individual employment contracts, collective bargaining rules and company agreements, and employees request leave from their phone or PC. Beyond that I found no public information on part-time proration, public holidays per federal state, carry-over expiry with notice, or special and parental leave types — for my sites in two federal states, none of the holiday and proration arithmetic is shown. 2
The Payroll Accountant
Employees can request leave in the app and the system is said to respect individual employment contracts, collective bargaining rules and company agreements, but that claim is made for time evaluation, not leave entitlements. We found no public information on entitlement calculation, part-time proration, carry-over and expiry, or public holidays per federal state. 2
The Data Protection Officer
The only rule statement the pages give is that the system takes individual employment contracts, collective bargaining rules and company agreements into account, alongside app-based leave requests. Beyond that we found no public information on entitlement calculation, part-time proration, carry-over and expiry, public holidays per federal state, half days or special leave types. 2
The HR IT Integrator
The system is stated to apply individual employment contracts, collective bargaining rules and company agreements, and employees request their leave in the app — but I found no public information on how annual entitlements are calculated, part-time proration, carry-over and expiry, half days, or public holidays per federal state. 2 5
The Skeptic
The only leave-specific facts are that employees can request leave in the app or on PC, and that the time system claims to consider individual employment contracts, collective bargaining rules and company agreements — a rules engine, but no public information ties it to leave entitlements. We found no public information on carry-over and expiry, part-time proration, public holidays per federal state, half days, hourly leave or special leave types. 2 5
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
Employees can request Urlaub from the TeamTime app on their smartphone or at a PC, and absences can be captured by central roles or by employees themselves, which is the right starting point. But we found no public information on who approves, on naming a substitute, on a team calendar, or on staffing warnings before approval — the exact pieces that stop me finding out about a clash after I have already signed. 2 5
The Managing Director
Employees can request leave and report sickness themselves in the app or at the PC, and absence entry can sit with central roles rather than the individual, with role management and single sign-on in place. I found no public information on approval steps, approvers per team, substitutes, blackout rules, or what colleagues are allowed to see about each other's absences. 2 5
The Payroll Accountant
Mobile leave requests and sickness reporting in the native TeamTime app are documented, absence capture can sit with central roles or the employees themselves, and role management with single sign-on is offered. We found no public information on approval chains, substitutes, a team calendar, blocking rules, or what colleagues are allowed to see. 2 5 6
The Data Protection Officer
Employees request leave, report sick days and check overtime in the app or at the PC, with single sign-on and role management, and absences can be entered by central roles or by the employees themselves. We found no public information on an approval step, approvers per team, substitutes, team-calendar visibility, or what colleagues may see about an absence. 2 5
The HR IT Integrator
Absences can be captured by employees themselves in the native app or by central roles, with real-time feedback on recorded attendance and absence at terminals or on the smartphone. I found no public information on approval workflows, approvers per team, substitutes, a team calendar, or which absence details colleagues are allowed to see. 2 5
The Skeptic
Requests exist — app or PC, with absence capture possible by central roles or the employees themselves, plus single sign-on and role management — but that is where the evidence stops. We found no public information on an approval step, approvers per team, substitutes, delegation, a team calendar, blocking rules, or any record of who approved what. 2 5
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
The eAU direkt module does direct, fully automated retrieval of electronic certificates inside absence management, takes over the period the insurer reported automatically, tracks retrieval status, and runs a prior-illness query that checks continued pay — that is the regulated process handled seriously. We found no public information on child-sick days, on BEM escalation, or on paper certificates from privately insured employees, which keeps it short of the top. 2 5
The Managing Director
The eAU direkt add-on performs direct, fully automated retrieval of electronic certificates of incapacity, adopts the insurer-reported absence period into the record, tracks retrieval status and responses, and runs an automatic prior-illness query for continued pay without extra portals or payroll programs — exactly the process that spares me calling every health insurer. I found no public information on child sick days as a separate type, on flagging the thresholds for integration management, or on paper certificates for privately insured employees. 5 2
The Payroll Accountant
This is the strong one: a dedicated eAU direct module with fully automated retrieval from the health insurers, the insurer-reported period taken over automatically, retrieval status and responses tracked per absence, and an automatic prior-illness query that checks continued pay without payroll or insurer portals doing the work. Missing for a higher mark: we found no public information on child-sick days, BEM thresholds, certificates from privately insured employees, or restriction of reasons and documents to named roles. 5
The Data Protection Officer
The "eAU direkt" add-on is documented as fully automated direct retrieval of electronic certificates of incapacity inside the absence management of IF-6040, with the insurer-reported period adopted automatically, retrieval status and insurer responses tracked, and an automatic prior-illness query to check continued pay without extra programs or the insurer portal. We found no public information on child-sick days, BEM, paper certificates for privately insured employees, or retrieval error handling. 5 2
The HR IT Integrator
The dedicated page documents a direct-retrieval add-on for electronic certificates of incapacity that runs fully automatically without a third-party system, adopts the period reported by the health insurer, tracks retrieval status and responses, and runs an automatic prior-illness query to check continued pay — exactly the plumbing I want to see. I found no public information on child-sick days as a separate type, BEM thresholds, or paper certificates from privately insured employees. 5 2
The Skeptic
This is the product's centrepiece: a dedicated add-on module named eAU direkt retrieves certificates directly with no third-party system needed, fully automated, adopting the insurer-reported period into the absence by default, tracking retrieval status, and running an automatic prior-illness inquiry to check continued pay — including an automated TLS client certificate check with expiry warning. What holds it back is silence on child-sick days, BEM thresholds flagged to HR, and certificates from privately insured employees. 5 2
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
Evaluated time data is transferred automatically into payroll, including SAP, through certified interfaces for R/3, S/4HANA and SuccessFactors, and an OpenAPI REST interface plus OpenID Connect are documented. We found no public information on mapping absence types to payroll codes, on DATEV, on locking past periods, or on published API limits. 2 6 7
The Managing Director
Recorded and evaluated absence and time data transfer automatically into payroll through certified SAP interfaces for R/3, S/4HANA and SuccessFactors, over an open REST architecture, with absences and time balances living in the same system. I found no public information on DATEV or other non-SAP payroll systems, on mapping absence types to payroll codes, or on locking past periods at month close. 2 7 6
The Payroll Accountant
Captured and evaluated data flows automatically into payroll, with certified SAP interfaces for R/3 and S/4HANA plus OData and CICO connections to SuccessFactors, thirty years of certification behind them, and an OpenAPI REST interface; time and overtime accounts are native to the same system. What I miss before trusting the monthly close: we found no public information on configurable payroll codes per leave type, a period lock after payroll, webhooks or published API limits, and DATEV is not among the named systems. 2 6 7
The Data Protection Officer
Recorded and evaluated time data is transferred automatically into payroll systems including SAP, with certified HR-PDC interfaces for SAP R/3 and S/4HANA, OData and CICO APIs to SuccessFactors, and an OpenAPI REST interface, while absences and overtime sit in the same time system. We found no public information on mapping absence types to payroll codes, monthly period locking, API limits or a deprecation policy. 2 7 6
The HR IT Integrator
Certified interfaces to SAP R/3, S/4HANA and SuccessFactors transfer recorded and evaluated data automatically into payroll, an open OpenAPI REST architecture with OpenID Connect single sign-on is stated, and because absence and time recording live in the same time-management system the balances agree by construction. I found no public information on webhooks, published API limits, payroll connectors outside the SAP family such as DATEV, or a monthly period lock. 2 6 7
The Skeptic
The transfer story is named and certified: an HR-PDC interface to SAP R/3 and S/4HANA, an OData and CICO connection to SuccessFactors, automated handover from time management into payroll, and an OpenAPI REST interface — backed by recertified SAP Silver Partner status. We found no public information on mapping absence types to payroll codes, period locking, webhooks, published API limits, or an integration for DATEV. 7 2 6
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
Single sign-on and role management are mentioned, but we 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 anything aimed at a works council. For records that are health data in law, that is thin. 2 5
The Managing Director
Single sign-on with role management and absence capture by defined central roles are the only access statements published; I found no public information on who may see sickness reasons or certificates, on retention or deletion of absence records, on access logging, or on documentation for a works agreement. Since I answer for health data myself, that silence is the deciding fact. 2 5
The Payroll Accountant
Single sign-on, role management and absence capture by central roles are documented, which hints at restricted handling of sickness data. But we found no public information on who may see sickness reasons or certificates, retention or deletion of absence records, access logging, or any documentation aimed at a works council. 2 5
The Data Protection Officer
The pages show single sign-on with role management and absence entry by central roles or the employees themselves, but for a product whose centrepiece is retrieving health-insurer sickness certificates we 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 supporting a works agreement. 2 5
The HR IT Integrator
Only generic role management and single sign-on appear as permissions evidence; I found no public information on who may see sickness reasons or certificates, retention or deletion of absence records, access logging, or documentation aimed at a works council or works agreement. 2
The Skeptic
The system holds health data by design — a whole module exists to pull eAU results into absence records — yet the captured pages say nothing about who may see a sickness reason or certificate, how long absence records are kept, whether access is logged, or anything aimed at a works agreement. Single sign-on with role management and absence capture by central roles are the only permission facts I can find. 2 5
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
The imprint shows a German company registered in Stuttgart, and the software runs as a cloud service or on-premise. We found no public information on where the cloud is hosted or on any subprocessor for email, push or support, and the ownership trail is described as running to a US-run parent without confirmation on the vendor's own captured pages. 1 2 4
The Managing Director
The contracting entity is Interflex Datensysteme GmbH, registered at the Stuttgart court, and the imprint ties it to an Irish-domiciled, US-run parent; both cloud and on-premise deployment are offered, so I could keep the data on my own infrastructure. I found no public information on where cloud absence and sickness data is hosted, or on any subprocessor in the chain — including the eAU retrieval connectors. 4 2
The Payroll Accountant
The contracting entity is the Stuttgart-registered German company with full commercial register and VAT details, the products are developed in Germany and can run on-premise, which for my data is the safest option on the table. Beyond that, we found no public information on where the cloud service runs, the ownership chain as captured on the vendor's own pages, or any subprocessors such as email, push-notification or support providers. 1 2 4
The Data Protection Officer
The imprint names Interflex Datensysteme GmbH, registered in Stuttgart, as the contracting entity, and the product can run on-premise or as a cloud service. We found no public information on where the cloud is hosted or on any subprocessor — including who delivers push notifications for the app — and the vendor's own captured pages leave ownership and data residency unconfirmed. 4 2
The HR IT Integrator
The contracting entity is a German GmbH registered in Stuttgart, the software is developed in Germany, and on-premise deployment is offered alongside the cloud — on-premise at least keeps the chain inspectable. I found no public information on where the cloud service is hosted or which subprocessors are involved, and the company sits under the Irish-domiciled, US-run Allegion group. 4 2 1
The Skeptic
Real signals: a German contracting entity with full commercial register details, an on-premise deployment option alongside the cloud service, and products designed and developed in Germany — though the group sits under Allegion, which is Irish-domiciled and US-run. We found no public information on where the cloud service hosts, who the subprocessors for email, push notifications and support are, or any published certification. 4 2 1
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
We found no public information on prices of any kind — no rate per employee, no tier contents, no minimum users and no minimum term. The captured pages speak only of service packages tailored to the customer's requirements, so the annual invoice is a sales conversation. 1 2
The Managing Director
We found no public prices at all — no per-employee rate, no tiers, no minimum term, nothing to compute an annual invoice from. The pages speak only of service packages tailored to individual requirements, which for a firm my size means every cost question becomes a sales conversation. 1
The Payroll Accountant
The pages describe service packages for cloud and on-premise that are tailored precisely to the customer's requirements, and nothing further. We found no public information on any price, pricing basis, tier contents, minimum users or contract terms, so an annual invoice cannot be computed from what is published. 1 2
The Data Protection Officer
We found no public prices at all: the captured pages advertise tailored service packages for cloud and on-premise with no price per employee, no tiers, no minimum users or term, and no VAT treatment. 1
The HR IT Integrator
Tailored service packages for cloud and on-premise are named, but I found no public information on any price, pricing basis, minimum users or contract term — the annual invoice cannot be computed from public pages. 1
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 | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about Interflex
Is Interflex European?
Partly. whats-best.ai classifies Interflex as EU origin, foreign-owned.
Where does Interflex store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Interflex have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Interflex?
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: Interflex alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 1 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 — 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.
- We found no public information on pricing on the pages we read (interflex.com, interflex.com/loesungen/zeitwirtschaft, interflex.com/datenschutz, interflex.com/impressum, interflex.com/produkte/elektronische-arbeitsunfaehigkeitsbescheinigung-eau, interflex.com/produkte/sap-successfactors-odata-cico-api and 1 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 7 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
- 4 support 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 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
- 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 (7)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage interflex.com Checked 13 Oct 2026 Details →
- 2 Time and absence management interflex.com Checked 13 Oct 2026 Details →
- 3 Privacy policy interflex.com Checked 13 Oct 2026 Details →
- 4 Legal notice interflex.com Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 5 Sick leave, eAU & continued pay — found from sitemap interflex.com Checked 13 Oct 2026 Details →
- 6 Payroll handover, time tracking & API — found from sitemap interflex.com Checked 13 Oct 2026 Details →
- 7 Payroll handover, time tracking & API — found from sitemap interflex.com Checked 13 Oct 2026 Details →