Absence Management
Urlaubsverwaltung
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Focus Shift Software GmbH · urlaubsverwaltung.cloud
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Urlaubsverwaltung at a glance
- Vendor
- Focus Shift Software GmbH
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Default not stated; pages mention Germany source, captured 1 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Urlaubsverwaltung 2/5, the mean of 6 judges. Urlaubsverwaltung is Focus Shift Software GmbH's hosted absence-management service. 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
Urlaubsverwaltung is Focus Shift Software GmbH's hosted absence-management service. The bench scored it highest on absence data protection and sovereignty, both at 5-6: sickness is stored without the reason, the company-wide calendar is off by default, calendar links are deletable and regenerable, and the pages name a Karlsruhe contracting entity, Hetzner hosting in an ISO 27001-certified datacentre in Germany, and Mailjet with Paris and Berlin entities for email — though independently collected sovereignty attributes mark data residency and subprocessor exposure as unconfirmed. It scored lowest, 3-4, on sick leave and eAU and on payroll handover: sickness capture is manual, illness during booked leave requires manually cancelling the vacation, and handover to payroll is a CSV export for Excel; we found no public information on electronic certificate retrieval from health insurers, a named payroll system, or a documented API. Pricing transparency scored 4-5: the pages publish 10,00 € / Monat (zzgl. MwSt.) without stating what it applies to. The judges stayed within a single point of each other on every criterion; persona-weighted totals span 3.9 to 5.2.
Speaks for it
- Public holidays are modelled per German federal state with a per-employee override and regional specials such as the Augsburger Friedensfest.
- Sickness is recorded without the medical reason, reason visibility is role-dependent, and the company-wide calendar is disabled by default.
- Calendar sharing covers own, department and company scopes, with links deletable and regenerable and a user-set window on how far past data reaches.
- Both the employee and Office-permission holders are reminded when a continuous sickness period exceeds six weeks of continued pay.
- Deletion on request and automated deletion processes are documented, with logfiles deleted after at most seven days.
Held against it
- We found no public information on retrieval of the electronic certificate of incapacity from health insurers, on BEM support, or on certificates from privately insured employees.
- We found no public information on a named German payroll system such as DATEV, on absence types mapped to payroll codes, or on a documented API — handover is a CSV export usable in Excel.
- We found no public information on carry-over with expiry, part-time or joiner/leaver proration, or how the annual entitlement is computed.
- We found no public information on substitutes named on requests, multi-level approval chains, minimum-staffing or blackout rules, or a logged approval history.
- The time-tracking add-on is listed at + 2,00 € pro Mitarbeitende, but the base price of 10,00 € / Monat (zzgl. MwSt.) does not state what it applies to, and above 250 employees it becomes an individual offer.
Best for
- You run a German team that needs public holidays modelled per federal state and per employee, including regional specials like the Augsburger Friedensfest.
- Your data-protection review weighs how sickness data is stored — reasons are not stored, calendars are off by default, and logfiles are deleted after seven days.
- You can hand a CSV export for Excel into your monthly payroll run and value absences and overtime syncing automatically with the same vendor's time tracking.
- You want to start on a 30-day free trial, take 10 % off for annual payment, and connect single sign-on via Microsoft Entra, Okta, Auth0 or Google Workspace.
Avoid if
- You depend on electronic retrieval of the certificate of incapacity from health insurers rather than manual capture of the certificate period.
- Your payroll run needs a named German payroll system such as DATEV or a documented API rather than a retyped export.
- You expect booked vacation to cancel automatically when someone falls sick during it — the documented behaviour is manual cancellation.
- You must compute the annual invoice from public pricing before contacting the vendor — ask the vendor: the public pages we read do not show it
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 2 of 5 |
| Requests, approvals & team calendar | 2 of 5 |
| Sick leave, eAU & continued pay | 2 of 5 |
| Payroll handover, time tracking & API | 2 of 5 |
| Health data, access & works council | 3 of 5 |
| European sovereignty | 3 of 5 |
| Pricing transparency | 2 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
Public holidays are handled properly — selectable per German federal state, even overridable per employee from their own country and region, down to the Augsburg high holiday, plus custom absence types like training and cure alongside holiday. But I found no public information on carry-over with expiry and pre-lapse notices, part-time proration for joiners and leavers, half-day leave, or special and parental leave types, which is what decides whether entitlements actually match our contracts. 5 1 10
The Managing Director
Public holidays are genuinely solved for my two-state setup: country and region selectable, a per-employee Feiertagsregelung override calculated from the personal federal state, Augsburg's Peace Festival included, Christmas Eve and New Year's Eve configurable, plus custom absence types and overtime reduction requested in hours. But we found no public information on part-time or joiner/leaver proration, carry-over with an expiry notice, or half-day requests — the parts I am liable for. 1 5 6
The Payroll Accountant
Public holidays are done properly: country and Bundesland selection in settings, a per-employee holiday-rule override based on the person's own country and region, and even the Augsburger Friedensfest, plus custom absence types and hour-based overtime-reduction applications with a configurable minimum of hours. We found no public information on automatic proration for joiners, leavers and part-time working days, on carry-over with expiry and notice, or on half-day requests, so it sits between the modest and the solid marks. 1 5 6
The Data Protection Officer
Public holidays are modelled beyond a national list — per German federal state, overridable per person, down to the Augsburger Friedensfest — alongside custom absence types and overtime-reduction applications in hours; however, we found no public information on carry-over and its expiry, part-time proration, or statutory versus contractual leave being kept apart. 5 1 6
The HR IT Integrator
Holidays are modelled the German way: per federal state with a per-employee override, regional specials like the Augsburg peace festival included, Austria among the supported countries, custom absence types, and configurable Christmas Eve and New Year's Eve handling, with overtime reduction even running as an hourly request with a configurable minimum. We found no public information on automatic proration for joiners, leavers and part-time staff or on carry-over with expiry and notice, so I cannot confirm the entitlement math payroll would rely on. 1 5 6 10
The Skeptic
Public holidays are genuinely modelled — per federal state, overridable per employee from their own country and region, Augsburg's Peace Festival included, with Christmas Eve and New Year's Eve configurable as half workdays — plus custom absence types and per-person working-time models. But we found no public information on carry-over and its expiry, part-time or joiner/leaver proration, or how the annual entitlement itself is computed, which is what German leave computation actually turns on. 1 5 6 10
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
The calendar half of my daily life is genuinely good: mobile absence requests exist in both app stores, iCal shares cover yourself, department or company with granular role-dependent visibility, and the company-wide calendar is off by default so colleagues see who is away without why. But I found no public information on a named substitute on the request, minimum-staffing warnings before approval, multi-level approval chains, or approvals done on the phone — exactly the pieces that stop me finding out about clashes too late. 1 7 8 12
The Managing Director
Mobile requesting, a team overview of all teams for the year, email notifications to office-permission users, and a strong calendar layer with own, department and company sharing scopes, the company calendar off by default and regenerable links are all documented, with approver roles like Abteilungsleiter and Freigabe-Verantwortlicher. We found no public information on substitutes named on a request, multi-level approval chains, blocking rules or an approval history. 1 6 8 12
The Payroll Accountant
Employees request and view absences from apps in both stores, applications are released by privileged roles such as department heads and release-responsible persons, and office-permission holders get email notifications. Calendar sharing is granular — own, department and company scopes, company-wide visibility only with office permission and switched off by default — but we found no public information on substitutes named on the request, minimum-staffing or blackout rules, or multi-level approval chains. 1 6 7 8
The Data Protection Officer
Absences are requested from mobile apps, calendars synchronise in both directions, and visibility is genuinely scoped — personal, departmental and company-wide calendars, the company-wide one disabled by default and reason visibility role-dependent; we found no public information on substitutes, multi-level approval chains, minimum staffing rules or a record of who approved what. 1 7 8 12
The HR IT Integrator
Mobile requesting and viewing is documented for the iOS and Android apps, calendars share per person, department or company with deletable and regenerable links, and approval roles such as department head and release responsible appear alongside email notifications on entries. We found no public information on substitutes named on the request, delegation while an approver is away, or minimum-staffing and blackout rules — the pieces that decide whether the approval flow matches a real organisation. 1 6 7 8
The Skeptic
Mobile requesting, a team overview, and unusually careful calendar visibility are evidenced: absence reasons are role-dependent, the company calendar is off by default and permission-gated, and share links can be deleted or regenerated — with approver-style roles (Chef, Abteilungsleiter, Freigabe-Verantwortlicher) documented in the overtime help. We found no public information on substitutes named on requests, multi-level approval chains, staffing or blackout rules, or a logged approval history for leave. 1 6 7 8 12
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 a first-class module: employees can submit sick notes themselves in the app, the certificate period is captured, child sickness is its own type, and both the employee and the office are reminded when a continuous sick period runs past six weeks of continued pay. But the eAU itself is the crux and there is no public information on it — nothing on retrieval from the health insurers, by the tool or through a named payroll system — nor on BEM flags or paper certificates for the privately insured. 9 12 1
The Managing Director
Sickness is diligent bookkeeping: employee self-submission, Kind-Krankmeldung as its own type, the AU certificate period captured, sick-during-vacation documented as manual, and a reminder to employee and office when one contiguous illness passes six weeks, which covers my continued-pay worry. But we found no public information on eAU retrieval from the statutory health insurers, so someone here would still key certificate periods in by hand. 1 9 12
The Payroll Accountant
Employees can submit sick notes themselves, the period of the AU-Bescheinigung is captured, child sick notes are a separate type, and both the employee and office-permission holders are reminded of the end of continued pay when a consecutive sick period exceeds six weeks — counted per consecutive illness, which is the way I need it. We found no public information on eAU retrieval from the health insurers or via a named payroll system, on BEM handling, or on certificates from privately insured employees, and a sick note inside booked vacation still means manual cancellation of the vacation days. 1 9
The Data Protection Officer
Sickness is captured with the certificate period, child sickness has its own type, employees can submit sick notes themselves, and both the employee and Office-role holders are reminded when a continuous illness passes six weeks of continued pay; we found no public information on retrieval of the electronic certificate of incapacity from health insurers, on BEM invitations, or on paper certificates from private insurance. 9 12
The HR IT Integrator
The sick-leave help centre documents employee self-submission in the app, child sickness as its own type, capture of the AU certificate period, and a reminder to the employee and the office role when a continuous sickness period exceeds six weeks of continued pay. We found no public information on retrieval of the electronic certificate of incapacity from the health insurers, whether by the tool itself or through a named payroll system, and nothing on BEM flagging — so the regulated exchange stays manual. 1 9
The Skeptic
Sickness is a manual but respectable module: employees can submit it themselves, the period of the AU certificate is captured, child sickness is its own type, and a reminder at the six-week continued-pay limit goes to the employee and the Office permission holders. But eAU retrieval — the core of this process — is nowhere in the captured help, and being sick during booked leave requires manually cancelling the holiday; we found no public information on electronic retrieval from health insurers, BEM support, or privately insured employees. 9 12
Payroll handover, time tracking & API
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How this is scored
Getting absences into the payroll run with the right codes and keeping balances consistent with time tracking: exports or integrations for the payroll systems German companies use, time-account interaction, and an API.
0 — No export beyond a screen list; absences are retyped into payroll.
3 — A CSV or Excel export of absences per month, with no named payroll system and no API.
5 — A documented export or integration for DATEV (LODAS or Lohn und Gehalt) or another named German payroll system, absence types mapped to payroll codes, and a documented API.
8 — Several named payroll integrations, absence and overtime balances shared with time tracking, configurable payroll codes per leave type, monthly closing that locks past periods, webhooks, and an API with published limits.
10 — Payroll handover that closes the month: absences, sick days and eAU results delivered to payroll in its own format with corrections flagged, a period lock with an audit trail, a versioned API with a deprecation policy, and the full absence history exportable at contract end.
The Team Lead
The time-tracking side is solid — absences and overtime sync automatically between the two modules, time entries can be locked, every change is recorded with who and when, and reports export as CSV for Excel per employee. But for payroll itself I found no public information on any named payroll system such as DATEV, on payroll-code mapping, or on an API, so nothing shows absences reaching the payroll run in its own format. 10 11 6
The Managing Director
The pages show a CSV export usable in Excel, per-employee reports with CSV download, locking of time entries, and automatic synchronisation of absences and overtime between the vendor's own two modules. We found no public information on a named payroll system such as DATEV, payroll code mapping, or a documented API, so absences would still be retyped into the payroll run. 10 11
The Payroll Accountant
Absences synchronize automatically into the vendor's own time tracking with overtime flowing back, time entries can be locked, and worked hours go out as CSV for Excel with a change history per entry. But we found no public information on any named payroll system such as DATEV, on absence types mapped to payroll codes, on locking absence periods once a month is paid, or on a documented API — the absences would be retyped into payroll. 10 11
The Data Protection Officer
Time entries can be locked, absences and overtime synchronise automatically between the absence and time-tracking modules, and reports export as CSV for Excel; we found no public information on any named German payroll system, on mapping absence types to payroll codes, or on a documented API or webhooks. 10 11
The HR IT Integrator
The vendor's own time tracking receives absences by automatic sync and sends overtime back, time entries can be locked, reports export to CSV for Excel, and single sign-on via OpenID providers such as Microsoft Entra, Auth0, Okta and Google Workspace is documented — the identity wiring is exactly how I want it. We found no public information on integrations with DATEV or any other named German payroll system, on a documented API, or on webhooks, so absences would reach payroll as a hand-typed export. 1 10 11
The Skeptic
Payroll handover amounts to an Excel/CSV export; no payroll system is named, and we found no public information on a documented API or mapping of absence types to payroll codes. Time tracking itself is fleshed out — entry modes, break handling, locking of time entries, a change history showing who and what state, and automatic sync of absences and overtime between the two products — but that keeps balances consistent in-house, not in a German payroll run. 10 11
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
The strongest answer is architectural: sickness reasons are not stored at all — sickness is recorded without the reason — the default configuration is GDPR-aligned, and the company-wide calendar stays invisible until an office user permits it. What I miss is the governance trail: I found no public information on logging of access to health-related records, retention rules per record type with automatic deletion, or documentation aimed at a works council or a works agreement. 12 8 3
The Managing Director
The design leans privacy-first: sickness reasons are not stored at all, absence visibility is role-dependent, the company-wide calendar is disabled by default, calendar links are revocable with a sliding window on past data, and deletion on request plus automated deletion processes are documented with logfiles gone after seven days. We found no public information on access logging for health-related records, per-record-type retention rules, or documentation aimed at a works council. 3 8 12
The Payroll Accountant
The reason for a sickness is not stored at all, sick-note entry is limited to office and sick-leave permissions, absence-reason visibility is role-dependent, the company-wide calendar is disabled by default, and deletion is documented with automated processes alongside a seven-day logfile limit. We found no public information on access logging for health-related records, retention rules per record type, or documentation aimed at a works agreement. 3 7 9 12
The Data Protection Officer
Sickness is deliberately recorded without the reason, reason visibility is role-dependent, the company-wide calendar is off by default, deletion on request and automated deletion processes are documented, and sick-note entry is limited to named permissions; we found no public information on a data processing agreement, on logging of access to sickness records, or on guidance for a works agreement. 12 3 9
The HR IT Integrator
Sickness is stored without the underlying reason, absence-reason visibility is role dependent, the company-wide calendar is disabled by default, deletion on request and automated deletion processes are documented, and encryption is described as state of the art under Art. 9 GDPR, with calendar sharing configurable down to scope and deletable links. We found no public information on access logging for health-related records, retention rules per record type, or documentation aimed at a works agreement. 3 7 8 12
The Skeptic
The design decision that matters is there: sick notes are stored without the reason at all, reason visibility is role-dependent, the company-wide calendar is off by default and gated, share URLs are deletable and regenerable, sick entries are restricted to named permissions, and deletion on request plus automated deletion processes are documented. We found no public information on access logging for health-related records, retention settings per record type, a data processing agreement, or any documentation aimed at a works council. 3 7 8 9 12
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 captured pages name a German GmbH in Karlsruhe with a Mannheim register number, German hosting at Hetzner's ISO 27001-certified datacenter, and Mailjet as the email subprocessor with locations in Paris and Berlin. The independent sovereignty review nevertheless marks data residency and subprocessor exposure as unconfirmed on the vendor's own captured pages — the site has since moved to focus-shift.de — and I found no published full subprocessor list or data-processing agreement covering sickness data. 4 1 3 8
The Managing Director
The vendor's own pages name a German contracting entity in Karlsruhe with a Mannheim register number, hosting in Hetzner's ISO 27001-certified datacentre in Germany, and Mailjet in Paris/Berlin for email with the transferred fields listed, invoking Art. 9 DSGVO for encryption. The independently sourced sovereignty attributes are all unknown, and we found no public information on a complete subprocessor list with locations — push notifications behind the mobile app are unaccounted for — or on a published data-processing agreement covering health data. 1 3 4 12
The Payroll Accountant
The captured pages state hosting in Hetzner's ISO 27001 certified datacentre in Germany, the contracting entity is Focus Shift Software GmbH in Karlsruhe with a register entry at Mannheim, and the privacy policy names Mailjet with its Paris and Berlin locations for email dispatch. The independently sourced sovereignty attributes, however, mark data residency and subprocessor exposure as not confirmed on the vendor's own captured pages, and we found no public information on a data processing agreement covering sickness data as special-category processing. 1 3 4 12
The Data Protection Officer
The vendor's pages state a German contracting entity (Focus Shift Software GmbH, Karlsruhe), hosting at Hetzner in an ISO 27001 certified data centre in Germany, and name Mailjet with Paris and Berlin entities for email delivery; we found no public information on a DPA covering sickness data as special-category processing, on who delivers push notifications for the mobile apps, and the independently collected sovereignty attributes for residency and subprocessor exposure came back unconfirmed. 4 1 3 12
The HR IT Integrator
The captured pages state hosting in Hetzner's ISO 27001-certified datacentre in Germany and name Focus Shift Software GmbH of Karlsruhe, registered at the Mannheim court, as the contracting entity, with Mailjet in Paris and Berlin disclosed for email delivery. The independently sourced sovereignty attributes nonetheless leave ownership, data residency and subprocessor exposure marked as unconfirmed, and we found no public information on a complete subprocessor list covering push notifications and support, or on a data processing agreement naming sickness data as special-category processing. 1 3 4 12
The Skeptic
The basics are on the page: a German GmbH registered in Mannheim, hosting at Hetzner in an ISO 27001 datacentre in Germany, and a named email subprocessor (Mailjet, Paris/Berlin) with the exact fields it receives. Beyond that the chain goes dark — we found no public information on a complete subprocessor list with locations, on the providers behind the mobile apps' push notifications, or on a data processing agreement covering sickness data as special-category processing. 1 3 4 12
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 starting price is public — "10,00 € / Monat (zzgl. MwSt.)" with 10 % off for annual payment, a 30-day free trial, and the time-tracking add-on priced at "+ 2,00 € pro Mitarbeitende" — with VAT treatment stated and the cloud plan described as full feature set. But the captured pricing text does not say what the monthly price is per — employee, user or company — and I found no public information on minimum users or the minimum term; above 250 employees it becomes an individual offer. 7 1
The Managing Director
A starting price of "10,00 € / Monat (zzgl. MwSt.)", a "Jährliche Zahlung 10 % Rabatt", the listed add-on "Zeiterfassung (+ 2,00 € pro Mitarbeitende)", a 30-day trial and a spelled-out cloud plan exist, with an individual offer above 250 employees. But we found no public information on what the 10,00 € is per — employee, user or company — or on minimum users and minimum term, so my annual invoice for forty people is not computable from the public pages. 1 7
The Payroll Accountant
A base price of 10,00 € / Monat (zzgl. MwSt.) is published, the time-tracking add-on is listed at + 2,00 € pro Mitarbeitende, annual payment takes 10 % Rabatt, and above 250 employees it becomes an individual offer. The captured pages give the monthly price without stating what it applies to, and we found no public information on minimum users or a minimum term, so the real annual invoice is not computable from public pages alone. 1 2 7
The Data Protection Officer
A cloud price of 10,00 € / Monat (zzgl. MwSt.), a time-tracking add-on at + 2,00 € per employee, a 10 % annual-payment discount and a 30-day trial are public; we found no public information on the pricing basis of the base price, on minimum users or a minimum term, and organisations above 250 employees are asked to request an individual offer. 7 1
The HR IT Integrator
The cloud tier is public at 10,00 € / Monat (zzgl. MwSt.) with single sign-on and the full feature set included, the time-tracking add-on at + 2,00 € pro Mitarbeitende, a 10 % discount for annual payment and a 30-day trial; above 250 employees the price becomes an individual offer. We found no public information on whether the monthly price is per employee, on minimum users, or on a minimum term, so the annual invoice is not fully computable from the pages. 1 2 7
The Skeptic
A monthly price of "10,00 € / Monat (zzgl. MwSt.)" with "Jährliche Zahlung 10 % Rabatt", a time-tracking add-on at "+ 2,00 € pro Mitarbeitende", and a published feature list for the cloud plan are public, and VAT treatment is stated. But we found no public information on what the 10,00 € is per — employee or company — so the annual invoice is not computable; above 250 employees it becomes an individual offer, and no minimum users or minimum term are stated. 2 7
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Questions about Urlaubsverwaltung
Is Urlaubsverwaltung European?
Yes. whats-best.ai classifies Urlaubsverwaltung as EU-Made.
Where does Urlaubsverwaltung 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 Germany as hosting location, per the vendor’s page captured 1 Oct 2026.
Does Urlaubsverwaltung have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Urlaubsverwaltung?
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: Urlaubsverwaltung 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 — 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.
- 8 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 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
- 3 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 compliance fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 hosting 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 pricing 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
- 2 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 (12)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 2 Pricing page urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 3 Privacy policy urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 4 Legal notice urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 5 Entitlements & German leave rules — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 6 Entitlements & German leave rules — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 7 Requests, approvals & team calendar — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 8 Requests, approvals & team calendar — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 9 Sick leave, eAU & continued pay — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 10 Payroll handover, time tracking & API — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 11 Payroll handover, time tracking & API — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 12 Health data, access & works council — found from sitemap urlaubsverwaltung.cloud Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →