Absence Management
Vacation Tracker
Rest of world Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Vacation Tracker Technologies Inc. · vacationtracker.io
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Vacation Tracker at a glance
- Vendor
- Vacation Tracker Technologies Inc.
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Default not stated; pages mention Germany and United States source, captured 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Vacation Tracker 1.5/5, the mean of 6 judges. Vacation Tracker is absence management from Vacation Tracker Technologies Inc. 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
Vacation Tracker is absence management from Vacation Tracker Technologies Inc. of Westmount (Montreal), Canada, for distributed teams in Slack and Teams. Its strongest area is the everyday request-and-approval flow, scored 7-8: two sequential approval levels, substitute approvers, blackout periods, a maximum-users-away limit, and a report logging who approved what. The documented API — webhooks, key rotation, published rate limits — included at no extra cost on Core and Complete, earned credit. Weakest are sick leave and pricing: sick leave and the eAU scored 0-1, sickness is just another leave type, and pricing transparency scored 0-2 — Core and Complete are named, but the pages give no price figure, pricing basis, minimum users or term. Leave policies sat at a flat 4, payroll handover at 4-5 with ADP Workforce Now the only named payroll system, absence data protection at 3-4, and sovereignty at a flat 3: a Canadian contracting entity, servers in Frankfurt and North Virginia, European accounts' data said to "reside and remain in Europe at all times", and no public information on subprocessors. No criterion ranged wider than two points.
Speaks for it
- Two sequential approval levels with substitute approvers, blackout periods and a maximum-users-away limit, handled from the dashboard, Slack, Teams or email.
- A documented API with permission templates, published rate limits, webhooks and key rotation, included at no extra cost on the Core or Complete plan.
- Leave policies set per location with day or hour quotas, up to nine custom leave types, seniority- and role-based entitlements, and carry-over with caps or expiry dates.
- Leave Request, Leave Balance and Monthly Leave Balance reports export to CSV or Excel with Employee ID, Department and Location fields for payroll cross-referencing.
- Approved leave syncs straight into ADP Workforce Now.
Held against it
- Sickness appears in the captured pages only as an ordinary leave type, with no public information on eAU retrieval, certificate handling, six-week continued-pay counting or child sick days.
- The pricing pages name the Core and Complete tiers and their features but give no price figure, pricing basis, minimum users or term, so no annual invoice can be computed.
- ADP Workforce Now is the only named payroll system; we found no public information on DATEV or any other German payroll system, payroll-code mapping or monthly period locks.
- We found no public information on automatic proration for joiners, leavers or part-time working days, or on public holidays per German federal state rather than per location.
- We found no public information on who may see a sickness reason or certificate, on access logging for health-related records, on retention beyond the privacy-policy reference, or on documentation for a works council.
Best for
- Your team already lives in Slack or Teams and you want requests and approvals — two levels, substitutes, blackout windows — handled where they already work.
- You want to build your own integration, with a documented API and webhooks included at no extra cost on the Core or Complete plan.
- Your payroll runs on ADP Workforce Now, into which approved leave syncs directly.
Avoid if
- You must run regulated German sick leave — the captured sick-leave pages show sickness only as a trackable leave type, and we found no public information on the eAU, certificates or six-week continued-pay counting.
- Your payroll runs on DATEV or another German payroll system, for which we found no public information on a connector or leave-type-to-payroll-code mapping.
- You must compute an annual cost from public pages — we found no price figures, and the call to action is booking a free demo.
- You need to hide the reason behind an absence from colleagues — the documented visibility control is hiding a leave type, not a per-role reason setting.
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 of 5 |
| Payroll handover, time tracking & API | 2.5 of 5 |
| Health data, access & works council | 1.5 of 5 |
| European sovereignty | 1.5 of 5 |
| Pricing transparency | 0.5 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-day and hourly requests, quotas in days or hours, carry-over with a cap or an expiry date, seniority and role-based entitlements, and policies per location and leave type are all documented. What I cannot find is automatic proration for part-timers, joiners and leavers, or public holidays broken down by German federal state — holidays are handled per location, which is not the same thing for teams spread across German states. 2 3 6 7 10
The Managing Director
Policies are set per location with per-role and seniority-based entitlements, half days and hourly quotas, and carry-over options including a cap and an expiry date — the skeleton my two sites need. But I found no public information on automatic proration for part-timers, joiners and leavers, on holiday calendars per German federal state rather than generic per-office holidays, or on automatic notice to employees before carried-over days lapse. Accrual based on the hours or days worked is the nearest thing to part-time handling the pages show. 1 6 7 10
The Payroll Accountant
Quotas in days or hours, half-day and hourly requests, carry-over that can be capped or given an expiry date, and policies and holidays set per location with up to nine custom leave types — that covers a fair slice of a German contract. But we found no public information on proration for joiners, leavers or part-time working days, on public holidays per German federal state, or on automatic notices before carried-over leave expires, so statutory versus contractual entitlement is left for me to reconcile by hand. 3 6 7 10
The Data Protection Officer
Entitlements can differ by role, location and length of service, with half days, hourly quotas, accruals, and carry-over configurable down to an expiry date and negative balances. We found no public information on part-time proration, public holidays per German federal state, or special and parental leave types with their own rules, which is what German contracts and law require. 2 3 6 7
The HR IT Integrator
Policies are configurable per location with quotas in days or hours, accruals with caps, seniority- and role-based entitlements, half days and carry-over configurable with an expiry date — but we found no public information on automatic proration for joiners, leavers or part-time working, or on public holidays at German federal-state or Austrian-region level. 1 6 7 10
The Skeptic
Leave policies are configured per location with quotas in days or hours, half-day and hourly requests, up to nine custom leave types, seniority- and role-based entitlements, and carry-over that can be capped, given an expiry date, reset or carried in full — a real rules engine, not numbers typed in by hand. But the German and Austrian specifics are absent everywhere I looked: I found no public information on public holidays per German federal state or Austrian region, no proration for joiners, leavers or part-time working days, no special or parental leave types, and the expiry setting comes with no evidenced notice to employees before rolled-over leave lapses. 3 6 7 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
This is the flow I run every week: requests and approvals on iOS and Android, in Slack or Teams, two sequential approval levels where the second sees who approved first, substitute approvers with an admin override when the approver forgets to name one, and blackout windows plus a maximum-users-away limit with overlap details in the notification, so clashes surface before leave is granted. The leave request report logs who asked for what and who approved it. My two gripes: the substitute is a backup approver rather than a named stand-in on the employee's own request, and visibility control means hiding a leave type rather than a per-role who-is-away-without-why setting. 1 2 3 6 8 9 13
The Managing Director
Requests and approvals run on mobile, Slack and Teams, with two sequential approval levels, substitutes an admin can set on an absent approver, blackout periods and a maximum-users-away limit — that is a real approval machine, and the leave request report logs who requested what, when, and the approver. I found no public information on calendar visibility configured per role — whether colleagues see only that someone is absent without the reason — nor on a logged history of cancellations. 3 8 9 11 13
The Payroll Accountant
Two sequential approval levels with whoever-acts-first per level, substitutes that an admin can set when an approver forgets to nominate one, blackout periods, a maximum of users away, Slack and Teams bots plus email, and a leave request report that logs who requested what and who approved it. We found no public information on calendar visibility configured per role or on reporting for pending and overdue approvals. 1 3 8 9 13
The Data Protection Officer
Two sequential approval levels with substitutes, blackout periods, a maximum-users-away rule, approvals from the dashboard, Slack, Teams or email, and a leave request report logging who requested what, when and who approved. We found no public information on what colleagues may see about an absence reason in the shared calendar, and for a sick day that is the question that decides everything. 3 8 9 13
The HR IT Integrator
The everyday flow is well covered: two sequential approval levels with first-level denial ending the chain, substitute approvers an admin can set, blackout periods, a maximum-users-away limit, Slack and Teams as channels, and a request report logging who requested what, when and who approved. What I could not find is configurable calendar visibility per role — what colleagues may see of an absence reason is not documented. 2 3 8 9 13
The Skeptic
Two sequential approval levels where any one approver per level moves the request on, substitutes an admin can even appoint on an absent approver's behalf, blackout periods, a maximum-users-away limit, and requests handled from Slack, Teams, email or the dashboard — the everyday flow is taken seriously, and the leave request report logs who requested what and who approved. What I could not find: any statement on whether colleagues see the reason behind an absence or calendar visibility configurable per role, any check against shift or staffing plans before approval, or any evidence on how cancellations are recorded. 3 6 8 9 11 13
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 appears as one more leave type — there are dedicated sick-leave pages and notifications about prolonged sick days, and that is the whole of it. We found no public information on the electronic certificate of incapacity or who retrieves it, on certificates or child sick days, or on how sick days count towards the six-week continued-pay period. 10 11
The Managing Director
Sickness appears only as another trackable leave type, with notifications about prolonged sick days. I found no public information on the eAU or who retrieves it, on certificate upload, on the six-week continued-pay or BEM thresholds, or on child sick days — as the person liable when sickness pay is miscalculated, this capability as evidenced gives me nothing to work with. 10 11
The Payroll Accountant
Sickness is tracked as an ordinary leave type — a "Sick Day" governed by a location's leave policy — and the dedicated sick-leave pages say nothing beyond recording and notifying. We found no public information on the eAU, on certificate handling, on counting sick days towards the six-week continued-pay limit per illness, or on BEM thresholds, so sick pay would land on my desk as plain absence rows with no regulated process behind them. 7 10 11
The Data Protection Officer
Sickness appears only as another leave type alongside vacations and days off, and we found no public information on the electronic certificate of incapacity, certificate upload, the six-week continued-pay limit, BEM or child sick days. A sick day is health data in law, and nothing captured says who retrieves a certificate, who may see it, or how the days are counted. 7 10 11
The HR IT Integrator
Sickness appears as a leave type next to vacations and days off, and that is all the captured pages show; we found no public information on eAU retrieval, certificates, six-week continued-pay counting, child sick days or BEM thresholds. For a German payroll handover that is a gap no webhook can bridge. 7 10 11
The Skeptic
Sickness is one more leave type — "sick leaves, vacations, or days off" — with notifications about prolonged sick days, and the two sick-leave pages say nothing else. I found no public information on the eAU, on who retrieves an electronic certificate from a health insurer, on certificate uploads of any kind, on counting sick days towards the six-week continued-pay limit, or on child sick days. 10 11
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
Approved leave syncs straight into ADP Workforce Now, and the leave balance report exports to CSV or Excel with employee ID, department and location for cross-referencing in payroll, but we found no public information on DATEV or any other German payroll system, nor a mapping of leave types to payroll codes. The documented API is the strong part: write access, webhooks, published rate limits and key rotation, included with the Core or Complete plan. 3 5 12 13 12
The Managing Director
CSV and Excel exports including a monthly leave balance report with employee IDs for cross-referencing in payroll, plus a documented API with published rate limits, webhooks and key rotation, lift this above retyping absences by hand. The only named payroll integration is ADP Workforce Now; I found no public information on DATEV or any other German payroll system, on mapping leave types to payroll codes, or on a monthly period lock. 3 5 12 13 12
The Payroll Accountant
There is a documented API with published rate limits, webhooks and key rotation, CSV and Excel balance reports carrying Employee ID for cross-referencing in payroll or HR systems, and one named payroll integration — ADP Workforce Now, which is not the system my German runs live in. We found no public information on DATEV or any other German payroll system, on mapping leave types to payroll codes, or on a monthly closing that locks past periods once they are paid, so the handover would be retyping from CSV. 3 5 12 13 12
The Data Protection Officer
Approved leave syncs into ADP Workforce Now, balance exports carry fields meant for cross-referencing in payroll systems, and the API is well documented with published rate limits, scoped keys, rotation and webhooks in two versions. We found no public information on DATEV or other German payroll systems, on mapping leave types to payroll codes, or on any period lock for closing a month. 3 12 13 12
The HR IT Integrator
The developer story is genuinely solid — a documented v2 API with published rate limits, webhooks, key rotation and permission templates — but the only named payroll system is ADP Workforce Now, and we found no public information on DATEV or any other German payroll connector, payroll-code mapping, period locks, or any time-tracking system whose balances must agree. Absences reach payroll as CSV and Excel exports with fields for cross-referencing, which is the manual retyping path I try to avoid. 3 5 12 13 12
The Skeptic
Three report exports in CSV or Excel with fields pitched for cross-referencing in payroll, an ADP Workforce Now sync of approved leave, and a genuinely documented API — permission templates, 30,000 requests per month, webhooks, key rotation with a 14-day expiry notice. For a German payroll run, though, nothing is named: I found no public information on DATEV or any other German payroll system, on mapping leave types to payroll codes, on a monthly closing or period lock, or on any interaction with time tracking. 3 5 12 13 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
Admin, approver and user roles exist, a DPA is published, leave types can be hidden, and deletion requests sit in account settings — but team notifications about prolonged sick days suggest the reason travels with the absence. We found no public information on configurable retention for absence records, on logging of access to health-related data, or on anything written for a works council or works agreement. 4 5 6 11
The Managing Director
Roles for admins, approvers and watchers exist, a DPA is offered, and individuals can access, update or request deletion of their data through account settings. I found no public information on restricting sickness reasons or documents to named roles, on access logging for health-related records, on configurable retention of absence records, or on documentation addressed to a works council — which for my works agreement is the whole question. 4 5 8
The Payroll Accountant
A DPA is available, employees can access or request deletion of their data in account settings, and a leave type can be hidden. We found no public information on who may see a sickness reason or certificate, on retention rules per record type, on logged access to health-related records, or on anything a works council could use for a works agreement on absence recording. 4 5 6
The Data Protection Officer
A data processing agreement exists, users can access, update and delete their own data in account settings, and retention is said to be handled per the privacy policy — but that is a sentence, not a rule. We found no public information on who may see a sickness reason or certificate, whether access to health-related records is logged, retention configurable per record type, or any documentation aimed at a works council. 4 5 6
The HR IT Integrator
A DPA is available, a per-leave-type visibility control exists, and employees can update or delete their own data in account settings; but we found no public information on whether sickness reasons or certificates can be restricted to HR, on what colleagues see, or on retention beyond a reference to the privacy policy — and nothing aimed at a works council. 4 5 6
The Skeptic
A DPA is available and users can request deletion of their personal data from their account settings; the only visibility control I found is a "Hide Leave Type" setting whose effect is never explained. The core questions go unanswered: I found no public information on who may see a sickness reason or certificate, on access logging, on retention beyond "handled in accordance with our Privacy Policy", or on anything aimed at a works council or works agreement. 4 5 6 11
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
European accounts are stored in Frankfurt with a commitment that the data remains in Europe, which is what I would want for my crew's records. But the contracting entity appears to be a Canadian company per the vendor's terms, and we found no public information on subprocessors — including who delivers the email and push notifications my approvals depend on. 4 5
The Managing Director
European accounts are stored in Frankfurt and the privacy policy says the data resides and remains in Europe at all times, but the contracting entity is Vacation Tracker Technologies Inc. of Westmount, Montreal, Canada. I found no public information on subprocessors or their locations, so the email, push-notification and support providers in the chain are unnamed — a non-EU counterparty with no published list is not a chain I can bring to a works agreement. 4 5
The Payroll Accountant
The privacy policy states that for European accounts the data resides and remains in Europe at all times, physically stored in Frankfurt, which I take seriously — but the contracting entity is Vacation Tracker Technologies Inc. of Westmount (Montreal), Canada. We found no public information on a subprocessor list, on who carries the email, push and support traffic, or on any certification. 4 5
The Data Protection Officer
The contracting entity is Vacation Tracker Technologies Inc. in Montreal, Canada, and while European accounts are said to reside in Frankfurt and remain in Europe at all times, that promise covers hosting only. We found no public information on the subprocessors behind email, push notifications or support, or on whether any data processing agreement covers sickness data as special-category processing. 4 5
The HR IT Integrator
European accounts are stated to reside and remain in Frankfurt at all times, but the contracting entity is Canadian per the terms, and we found no public information on subprocessors or their locations, nor on a DPA covering sickness data as special-category processing. North Virginia hosting is offered alongside Frankfurt. 4 5
The Skeptic
The contracting entity is Vacation Tracker Technologies Inc. of Westmount (Montreal), Canada, with servers in Frankfurt and North Virginia and a promise that European accounts' data "resides and remains in Europe at all times". That promise covers only the vendor's own servers: I found no public information on the subprocessors — email, push notifications, analytics or support — on their locations, or on any certification. 4 5
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
The two tiers are public down to which features sit where, Core versus Complete, with the Open API included at no extra cost. But I found no public price per user, no pricing basis, no minimum users or term, and no VAT treatment — the call to action everywhere is booking a free demo, so the annual invoice cannot be computed from public pages. 1 2 12
The Managing Director
The pricing page names the Core and Complete tiers and lists which features sit where, including that the Open API add-on is included at no extra cost on both plans. But I found no public price per employee or per user, no minimum headcount, minimum term or VAT treatment anywhere — without a single figure I cannot compute what my forty people would cost, so the invoice stays a sales conversation. 2 12
The Payroll Accountant
The pricing page publishes the Core and Complete tiers feature by feature, and the Open API add-on is stated as included at no extra cost on those plans. But we found no public information on any price figure, on the pricing basis, on minimum users or on the minimum term, so the annual invoice cannot be computed and every tier is a sales conversation. 2 12
The Data Protection Officer
The captured pages describe two tiers, Core and Complete, with their features and an Open API add-on included at no extra cost, but we found no public price figures, no pricing basis, no minimum users and no term. Every number a buyer needs sits behind the free demo booking. 2 12
The HR IT Integrator
The pricing page names two tiers and shows which features sit where — multi-level and substitute approvals, accruals, hourly tracking and TOIL in Complete, with the API included at no extra cost — but we found no public information on any price figure, pricing basis, minimum users or minimum term, so no annual invoice can be computed from the captured pages. 2 12
The Skeptic
The captured pricing pages name two tiers, Core and Complete, and list which features sit where, down to the Open API being "included at no extra cost" — but they give no price figure of any kind. I found no public information on a price per user or per employee, minimum users, minimum term or VAT treatment, and the path offered instead is booking a demo, so the annual invoice cannot be computed from public pages. 1 2 3
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about Vacation Tracker
Is Vacation Tracker European?
No. whats-best.ai classifies Vacation Tracker as Rest of world.
Where does Vacation Tracker 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 and United States as hosting locations, per the vendor’s page captured 13 Oct 2026.
Does Vacation Tracker have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Vacation Tracker?
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: Vacation Tracker 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, 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.
- 25 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
- 16 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 10 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
- 5 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
- 4 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 data facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 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
- 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 (13)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage vacationtracker.io Checked 13 Oct 2026 Details →
- 2 Pricing page vacationtracker.io Checked 13 Oct 2026 Details →
- 3 Leave approval vacationtracker.io Checked 13 Oct 2026 Details →
- 4 Privacy policy vacationtracker.io Checked 13 Oct 2026 Details →
- 5 Terms of service vacationtracker.io Checked 13 Oct 2026 Details →
- 6 Entitlements & German leave rules — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 7 Entitlements & German leave rules — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 8 Requests, approvals & team calendar — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 9 Requests, approvals & team calendar — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 10 Sick leave, eAU & continued pay — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 11 Sick leave, eAU & continued pay — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →
- 12 Payroll handover, time tracking & API — found from sitemap vacationtracker.io Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
- 13 Payroll handover, time tracking & API — found from sitemap vacationtracker.io Checked 13 Oct 2026 Details →