Absence Management
LeaveBoard
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by ZenThink S.R.L. · leaveboard.com
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LeaveBoard at a glance
- Vendor
- ZenThink S.R.L.
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Default not stated; pages mention France source, captured 13 Oct 2026
- Free plan
- Yes, per the vendor’s own page source, captured 13 Oct 2026
- Panel verdict
- The AI panel rates LeaveBoard 2/5, the mean of 6 judges. LeaveBoard, a cloud-based absence management tool from ZenThink S.R.L. 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
LeaveBoard, a cloud-based absence management tool from ZenThink S.R.L. aimed at small and mid-sized businesses, is strongest on requests and approvals at a flat 7 — mobile requests, approvers per team or per employee, clash checks, blackout days, delegation to HR admins, approvals in Slack, anonymized leave types. Weakest is sick leave and eAU at 0 to 1: sickness is a tracked leave type with manually entered past days, and no public information appears on eAU retrieval, the six-week continued-pay limit, child sick days or BEM. Payroll handover scores a uniform 3 — an Excel/XLS report with no named German payroll system on the captured pages. Hosting is named (OVH in France, ISO 27001, SOC 2 Type II), but sovereignty spans 3 to 5 over a subprocessor chain given as service categories plus Braintree for cards, with no published list of names and locations. The genuine split is pricing transparency, 1 to 4: a free tier, feature lists per tier and a headcount-adjusted price are public, but no price figures appear, and judges split on how far that goes.
Speaks for it
- Requests and approvals are well evidenced: mobile web-app requests, approvers personalized per team or per employee, blackout days, clash checks, delegation to HR admins and approvals in Slack.
- Anonymized leave types, three access levels and configurable visibility let colleagues see who is away without the reason.
- Entitlements adjust automatically on the employment date, with carry-forward, half days, custom leave types and an earned-days view for leavers.
- Hosting is named and audited: OVH in France, with ISO 27001 and SOC 2 Type II cited.
- Single sign-on via OAuth2 and OpenID with Google, Outlook and Slack is documented.
Held against it
- Sickness is tracked as another leave type with manual entry of past sick days, and no public information appears on eAU retrieval, the six-week continued-pay limit, child sick days or BEM.
- The payroll handover is an Excel/XLS export, with no named payroll system such as DATEV in the captured material and no public information on an API or webhooks.
- No price figures appear for any paid tier, nor minimum users, minimum term or VAT treatment.
- The subprocessor chain is disclosed as service categories plus Braintree for cards, with no published list of names and locations and no public information on a data processing agreement covering sickness data.
- Deletion of data works only by contacting the vendor, not as a setting.
Best for
- You run a small or mid-sized team and mainly need the everyday request-and-approval flow — mobile requests, Slack approvals, clash checks and blackout days.
- You want colleagues to see who is off but not why, using anonymized leave types and three access levels.
- Your rules fit per-company and per-employee allowances with carry-forward, half days and custom leave types, with automatic adjustment for mid-year joiners and an earned-days view for leavers.
- You already pass absences to payroll as a spreadsheet and need reports tailored for payroll rather than a system-to-system link.
Avoid if
- You must run the regulated German sick process — eAU retrieval, six-week continued-pay counting or child sick days — where scores sit at 0 to 1.
- You need absences to flow into a named payroll system such as DATEV, or need an API or webhooks.
- You need a published subprocessor list with locations, or a documented data processing agreement covering sickness data.
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 2 of 5 |
| Requests, approvals & team calendar | 3.5 of 5 |
| Sick leave, eAU & continued pay | 0.5 of 5 |
| Payroll handover, time tracking & API | 1.5 of 5 |
| Health data, access & works council | 2 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
Half days, custom leave types, configurable carry-forward, automatic allowance adjustment for mid-year joiners and an earned-allowance view for leavers are all documented, with holiday import across offices. We found no public information on part-time working-time models, public holidays per German federal state, carry-over expiry with notice, or hourly leave, so the entitlement engine stops short of what my part-timers need. 3 6 7
The Managing Director
Joiners' allowances adjust automatically on the employment date, there is an earned-days view for leavers and compliance, half days, custom leave types and carry-forward are all documented. But we found no public information on part-time proration by working days, public holidays per German federal state (only holiday import across offices), or a carry-over expiry date with notice before days lapse — the three things I am personally liable for. 3 6 7 9
The Payroll Accountant
Allowances are configured per company and per employee, adjust automatically from the employment date, carry forward at year end with a configurable year start, and half days and custom leave types are supported — joiners and leavers are covered, including a monthly-accrual view for departing staff. But we found no public information on part-time proration, public holidays per German federal state, or a carry-over expiry date with notice, and nothing keeps statutory and contractual leave apart, so I could not run German entitlement math on this alone. 1 6 7
The Data Protection Officer
Annual entitlements reset on a configurable business year, adjust automatically from the employment date, can be carried forward, and a separate earned-allowance view serves compliance and leavers, alongside half days and fully custom leave types. We found no public information on part-time proration, hourly leave, public holidays per German federal state, or carry-over expiry with a notice to the employee before days lapse. What is documented is a competent generic entitlement engine rather than German and Austrian leave rules written down. 1 3 6 7
The HR IT Integrator
Annual entitlements configured per company and per employee, with automatic allowance adjustment based on the employment date and an earned-allowance view for leavers, plus configurable carry-forward, half days, custom leave types and holiday import across multiple offices. We found no public information on part-time working-day models, public holidays per German federal state or Austrian region, or carry-over expiry with notice, which keeps this short of the mid anchor. 6 7 3
The Skeptic
Entitlements are genuinely computed — set per employee and per leave type, auto-adjusted on hire, with an earned-days view for leavers, carry-forward, half days and custom leave types. But the captured help pages never tie public holidays to German federal states or Austrian regions, and we found no public information on a carry-over expiry date or automatic lapse notices, hourly leave, or special and parental leave types carrying their own rules. 1 3 6 7 9
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 my daily flow: requests from a mobile web app or Slack, approvers set per team or per employee, an optional replacement field on the request form, a leave-clash check plus blackout days, delegation of approvals to HR, and anonymized leave types so the calendar shows who is away without why. We found no public information on minimum-staffing rules checked against shift plans or multi-level approval chains, which is what keeps me up at night. 3 7 8 9 14
The Managing Director
Mobile requests, approvers per team or per employee, a replacement field on the form, blackout days, clash checks, delegation to HR admins when a manager is away, Slack approvals and anonymized leave types in the team calendar are all documented. We found no public information on multi-level approval chains or checks against staffing plans before approval, which is what I would eventually need across two federal states. 3 7 8 9 14
The Payroll Accountant
The everyday flow is genuinely there: mobile requests, approvals in Slack, approvers personalized per team or per employee, a replacement field on the request, blackout days, clash checks, probation blocking, and delegation to HR admins while a manager is away, with calendar visibility configurable and anonymized leave types. We found no public information on multi-level approval chains or a complete log of every request, approval and cancellation, which is what keeps it short of the top. 7 8 9 14
The Data Protection Officer
Requests go in from a mobile web app, approvers are personalised per team or per employee, a replacement field names a back-up person, and blackout periods, delegation to HR admins, and requesting, approving and notifications inside Slack are all documented. Visibility is limited by three access levels, configurable permissions and anonymised leave types, which answers my first question of what colleagues are allowed to see. We found no public information on multi-level approval chains, staffing-checked approvals, or a logged history of who approved or cancelled each request. 1 3 7 8 9 14
The HR IT Integrator
The everyday flow is well evidenced: mobile requests, approvers personalised per team or per employee, a replacement back-up field on the request form, blackout days, clash checking, delegation to HR admins while the approver is away, Slack requests and approvals, calendar sync, and a visible request history. What the pages do not show is a multi-level approval chain — the approver is a single field per employee — or reporting on pending and overdue approvals, so it sits just under the upper anchor. 7 8 9
The Skeptic
The everyday flow is real: mobile requests, approvers per team or per employee, a named replacement field on the request form, blackout days, clash checks, delegation to HR admins and approvals inside Slack, with anonymized leave types and configurable visibility so colleagues need not see the reason. What holds it back: we found no public information on multi-level approval chains or staffing-level rules, and no statement that every request, approval and cancellation is logged — only that employees can see their own request history. 3 7 8 9 11 14
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 tracked as another leave type with notifications, and the vendor publishes sick-leave request letter templates for employees. We found no public information on eAU retrieval, who pulls certificates, counting towards the six-week continued-pay limit, or child-sick days — sickness here is a leave category, not the regulated process. 3 8 10
The Managing Director
Sickness is tracked as a leave type with manager notifications, and past sick days are entered by hand; the sick-leave page itself is a letter-template download. We found no public information on eAU retrieval from the health insurers, certificate handling, counting towards the six-week continued-pay limit, child sick days or BEM. 3 6 8 9 10
The Payroll Accountant
Sickness is a leave type you track alongside vacation, with dual notifications, HR follow-up on sick requests and manual entry of past sick days — and the sick-leave page offers request letter templates rather than a process. We found no public information on eAU retrieval from the health insurers, certificates, child sick days, or any counting of sick days towards the six-week continued-pay limit per illness, so the regulated sick process is simply not evidenced. 8 9 10
The Data Protection Officer
Sickness appears as a leave type to track, as past time-off and sick-day entries, and in a dual-notification option whose own example is telling others when someone took sick leave; the rest of the captured sick-leave material is request-letter templates and a downloadable sample. We found no public information on the eAU, certificates, counting towards the six-week continued-pay limit, child sick days or BEM. Until someone documents who may see a sick reason and how the eAU is retrieved, a sick day here is just another colour in the calendar. 6 8 9 10
The HR IT Integrator
Sickness is tracked as a leave type with dual notifications and balances in the employee portal, but we found no public information on the eAU, certificate handling or upload, the six-week continued-pay limit, BEM thresholds or child-sick days. As the person wiring the absence tool to payroll, this is the one regulated process I cannot connect from the published pages. 10 9 6
The Skeptic
Sickness is just another leave type — past sick days get typed in by HR, and dual notifications are the only special treatment; the vendor's own sick-leave page is about request-letter templates. We found no public information on the eAU, on who retrieves it or through which payroll system, on six-week continued-pay counting, BEM thresholds, child-sick days, or certificates from private insurers. 3 6 8 9 10
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
Absences reach payroll as an Excel or XLS report generated in a few clicks, exportable to a spreadsheet of choice. We found no public information on any named payroll system such as DATEV, payroll code mapping or an API, so my payroll clerk would still be retyping codes. 1 3 11
The Managing Director
Payroll reports export in XLS/Excel and are marketed as payroll-ready, which keeps absences off email chains. We found no public information on any named payroll system such as DATEV, an API, webhooks, payroll code mapping or a period lock, so my accountant would still be retyping everything. 1 3 9 11
The Payroll Accountant
Absences export to Excel/XLS with reports explicitly aimed at payroll, which is where it stops: no German payroll system is named anywhere in the captured material, and we found no public information on an API, mapping absence types to payroll codes, or a monthly closing that locks past periods. For my month-end that means retyping a spreadsheet and reconciling it by hand. 1 3 11
The Data Protection Officer
Payroll receives absence reports as XLS or spreadsheet exports, tailored for payroll use, while the integrations pages name only calendars, Office 365 and Slack. We found no public information on any named payroll system such as DATEV, on an API, webhooks, or a period lock for closed months. The handover documented is a downloadable file, not a system-to-system transfer with codes. 1 2 3 9 11
The HR IT Integrator
The payroll handover is an Excel/XLS report export in various formats, with no named payroll system — DATEV or otherwise — and we found no public information on an API, webhooks, payroll code mapping, period locking, or shared absence and overtime balances with a time-tracking system. Single sign-on via OAuth2 and OpenID with Google, Outlook and Slack is documented, which is the one integration positive I can confirm. 1 3 9 11
The Skeptic
The payroll handover is an Excel/XLS report described as tailored for payroll — no named German payroll system anywhere in the captures, and we found no public information on a documented API or webhooks. Time tracking appears only as marketing language about attendance tracking; nothing shows absence balances reconciled with a time account, payroll codes per leave type, or a monthly period lock. 1 3 9 11 12
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
Three access levels with configurable visibility and anonymized leave types let colleagues see who is away without why, and the GDPR page answers that data can be deleted on request. We found no public information on configurable retention periods, logged access to health-related records, or documentation aimed at a works agreement. 13 14
The Managing Director
Permissions are configurable across three access levels, leave types can be anonymized so colleagues see absence without the reason, and hosting sits on OVH in France. But deletion works only by contacting the vendor rather than a configurable retention rule, and we found no public information on a data processing agreement, access logging or support for a works agreement. 4 13 14
The Payroll Accountant
Three access levels with configurable visibility and anonymized leave types let colleagues be held to little more than "absent", each employee has a secure account with their own records, and full deletion is offered on request with hosting in France. We found no public information on access logging for health-related records, configurable retention per record type, or documentation aimed at a works agreement, and no data processing agreement is evidenced. 4 13 14
The Data Protection Officer
Three access levels, configurable visibility and anonymised leave types let a company keep reasons and sickness out of colleagues' view, employees see their own records in their secure account, and hosting sits at OVH in France with encryption and recognised audits. Deletion, however, is only available by contacting the vendor, not as a setting. We found no public information on retention periods for absence records, logged access to health-related data, a data processing agreement, an Art. 9 GDPR explanation for sickness data, or any materials for a works agreement — and the privacy policy names third-party purposes such as data storage, web analytics and payment processing without naming the providers. 4 13 14
The HR IT Integrator
Three access levels, configurable visibility and anonymized leave types in the calendar are evidenced, and employees see their own records through the portal. We found no public information on configurable retention or deletion of absence records (removal is handled by contacting the vendor), access logging for health-related records, a data processing agreement, or documentation for a works agreement. 14 13 9
The Skeptic
Three access levels, configurable visibility and anonymized leave types are genuine privacy controls — you share only what is needed with who needs to know. But deletion is handled by contacting the vendor, and we found no public information on retention settings, access logging for health-related records, field-level permissions per leave type, a data processing agreement, or any documentation aimed at a works council — while sick-leave notifications can be routed to a department lead, which is exactly where diagnosis-adjacent data leaks. 3 4 8 9 13 14
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 on named European infrastructure — OVH in France, encrypted — and the vendor appears Romanian per the terms. But the subprocessor list is absent: the privacy policy names categories like data storage, web analytics and payment processing without naming providers or locations, and we found no public information confirming the contracting entity. 2 4 13
The Managing Director
Hosting is on named EU infrastructure — OVH in France, ISO 27001 and SOC 2 audited — and payments run through Braintree, but the rest of the chain (data storage, web analytics, support) is described only as 'trusted third party companies' without names or locations. The contracting entity is not confirmed on the captured pages, and we found no published subprocessor list or DPA covering sickness data. 2 4 13
The Payroll Accountant
The captured GDPR page names OVH in France with encrypted connections and certifications, and the vendor presents itself as a Romanian company. But the subprocessor list is absent — third parties for hosting, web analytics and payment processing (Braintree) are listed by purpose without locations — and we found no public information on a DPA covering sickness data as special-category processing or a confirmed contracting entity on the vendor's own pages. 2 4 13
The Data Protection Officer
Hosting is documented as OVH in France with ISO/IEC 27001 certification and SSAE 16, ISAE 3402 and SOC 2 Type II audits, and the vendor is ZenThink S.R.L., Romania, per its terms. The privacy policy discloses unnamed third parties for data storage, maintenance, database management, web analytics, security and payment processing, with Braintree named for cards, but there is no published subprocessor list with locations. We found no public information on a DPA covering sickness data as special-category processing, or on who delivers the notification emails that carry an illness. 2 4 13
The HR IT Integrator
Hosting is documented as OVH in France with encryption and ISO 27001, SSAE 16/ISAE 3402 and SOC 2 Type II attestations, and the contracting entity is ZenThink S.R.L., Romania, per the terms. The subprocessor list is not published with locations — the privacy policy names only service categories and Braintree for payments — and we found no public information on a DPA covering sickness data as special-category processing. 13 4
The Skeptic
Hosting is named and European — OVH in France, with ISO 27001 and SOC 2 Type II cited — and the contracting entity is the Romanian ZenThink S.R.L. per the terms. But the subprocessor chain is given only as categories (data storage, web analytics, security, payment processing) plus Braintree for cards, with no published list of names and locations, and we found no public information on a DPA covering sickness data as special-category processing. 2 4 13
Pricing transparency
panel disagrees
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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
Tier structure, feature lists per tier, the per-employee basis with automatic adjustment by headcount and no-contract terms are public, alongside a free tier. But no price figure appears on any captured page, so I cannot compute what twelve people would cost me, and we found no public information on VAT treatment or minimum users. 2 14
The Managing Director
The pricing page publishes a free tier with its feature list, paid tiers described only as priority support, advanced leave policies and an account manager, and a price that adjusts automatically with headcount; cancellation takes effect at the next renewal. We found no public price figures for the paid tiers, nor minimum users, minimum term or VAT treatment, so for forty employees I cannot compute the annual invoice from what is published. 1 2 3 14
The Payroll Accountant
A free tier with its feature list is public, paid tiers are described as auto-adjusting with headcount, and cancellation at the next renewal is stated. But the captured pricing page names the Pro and Enterprise feature sets without any price figures, and we found no public per-employee price, minimum term or VAT treatment, so the annual invoice is not computable. 2 14
The Data Protection Officer
A free tier with its features itemised, paid tiers described by features such as priority support, advanced leave policies and an account manager, card payment via Braintree with the price automatically adjusted to the number of employees, and cancellation effective at the next renewal are all public. We found no public price figures for the paid tiers, and no minimum user count, minimum term or VAT treatment. A buyer can see the structure of the invoice but not its amount. 1 2 4
The HR IT Integrator
The pricing page shows tier names, a free tier and payment processing that auto-adjusts by employee headcount, but no price figures are stated anywhere; we found no public information on per-employee prices, which features sit in which paid tier, minimum users, minimum term or VAT treatment. The annual invoice is not computable from the public pages. 2 14
The Skeptic
The pricing basis is stated — the price automatically adjusts with the number of employees — and tier feature lists plus no-contract signup are public. But we found no price figures for any paid tier in the captured pages, nor minimum users or VAT treatment, so a buyer cannot compute the annual invoice from what is published. 2 9 14
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 LeaveBoard
Is LeaveBoard European?
Yes. whats-best.ai classifies LeaveBoard as EU-Made.
Where does LeaveBoard 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 France as hosting location, per the vendor’s page captured 13 Oct 2026.
Does LeaveBoard have a free plan?
Yes. LeaveBoard has a free plan, per the vendor’s page captured 13 Oct 2026.
What are the best alternatives to LeaveBoard?
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: LeaveBoard 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 — Legal entity, Data residency, Subprocessors. 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.
- 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 integrations 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 product 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
- 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 (14)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage leaveboard.com Checked 13 Oct 2026 Details →
- 2 Pricing page leaveboard.com Checked 13 Oct 2026 Details →
- 3 Leave management leaveboard.com Checked 13 Oct 2026 Details →
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