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Absence Management

WhosOff

UK / wider Europe Report an error

Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by X:drive Computing Limited · www.whosoff.com

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WhosOff: AI-assisted analysis on whats-best.ai WhosOff: AI-assisted analysis on whats-best.ai (dark)

Add ?theme=dark to the image address for dark backgrounds. The badge shows the category and the month of the latest evaluation, and EU-Made where that is the product’s provenance. It never shows a score.

WhosOff at a glance

Vendor
X:drive Computing Limited
Headquarters
Not stated on the vendor’s pages as of 13 Oct 2026
Data hosting
Not stated on the vendor’s pages as of 13 Oct 2026
Free plan
Not stated on the vendor’s pages as of 13 Oct 2026
Panel verdict
The AI panel rates WhosOff 1.5/5, the mean of 6 judges. WhosOff is an absence management product from X:drive Computing Limited of Canterbury, England. how scores are made
As of
Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources

WhosOff alternatives, European ones first →

Read this page as one judge. Each weighs the same scores by what they care about.

The HR IT Integrator

Weighted verdict

Wires the absence tool to payroll, time tracking, the identity provider and the calendar. Wants a documented API and webhooks, maintained connectors for the named German payroll systems rather than a CSV, SSO, and balances that agree with the time-tracking system on both sides.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The HR IT Integrator

Panel median The HR IT Integrator This judge’s scores over the panel median. Each label opens its reasoning below.
Scores per criterion, in stars out of 5
Criterion Panel median The HR IT Integrator
Entitlements & German leave rules 1.5 of 5 1.5 of 5
Requests, approvals & team calendar 3.5 of 5 3.5 of 5
Sick leave, eAU & continued pay 0 of 5 0 of 5
Payroll handover, time tracking & API 2 of 5 2 of 5
Health data, access & works council 1.5 of 5 1.5 of 5
European sovereignty 0 of 5 0 of 5
Pricing transparency 0.5 of 5 0.5 of 5

Entitlements & German leave rules

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.

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The HR IT Integrator

Entitlement handling is manual: super users amend each person's days for the current or next year, with opening and remaining balances adjusted by hand — carry-over as a manual adjustment — plus custom leave types with per-type limits and hourly tracking. I found no public information on part-time proration, public holidays by German federal state or Austrian region, or carry-over expiry with notice to employees. 6 7 8

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Requests, approvals & team calendar

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.

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The HR IT Integrator

Approval is well built out: multi-level chains with primary and back-up approvers per team, minimum staffing levels per department, conflict rules, and approvers who can add, edit or cancel leave on behalf of staff. The central calendar with per-leave-type visibility, email notifications on request, decision and cancellation, and calendar feeds into Outlook, Office 365 and Google Calendar cover the everyday flow; I found no public information on delegation while an approver is away, Teams or Slack integration, or reporting on pending and overdue requests. 6 8 10 11

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Sick leave, eAU & continued pay

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.

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The HR IT Integrator

Sickness appears only as one leave type alongside holiday and parental; I found no public information on the eAU, who retrieves it, certificates, child-sick days, or how sick days count towards the six-week continued-pay limit — the vendor's own sick-leave page yielded nothing on the regulated process either. 3 8

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Payroll handover, time tracking & API

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.

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The HR IT Integrator

The RESTful API is documented in earnest — endpoints for leave, user allowances, overtime and reporting, bearer-token authentication, IP restrictions and a sandbox — and webhooks plus SSO through Auth0, Azure, Okta and OneLogin are published. But we found no public information on a connector to DATEV or any other named German payroll system, absence types mapped to payroll codes, period locks, or published API limits; overtime is tracked in-product, yet nothing shows balances reconciled with an external time-tracking system. 8 9 10

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Health data, access & works council

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.

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The HR IT Integrator

Roles for staff, approvers and super users exist with per-leave-type visibility settings, but I found no public information on who may see a sickness reason or certificate, and retention is stated only as 'as long as reasonably necessary' with no configurable period. The privacy policy states that no special-category data including health information is collected, while the feature pages list sickness among the leave types; nothing is published on access logging for health-related records or documentation for a works agreement. 4 8 11

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European sovereignty

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.

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The HR IT Integrator

Contracting appears to be with X:drive Computing Limited of Canterbury, England, while the captured pages state nothing on where absence and sickness data is hosted or resident. We found no public information on subprocessors beyond the privacy policy naming analytics providers such as Google based outside the UK, and no certification is published. 4 5

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Pricing transparency

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.

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The HR IT Integrator

The only pricing fact the captured pages yield is a free trial until Wednesday, 25th November 2026; the pricing page produced no tier price, pricing basis, minimum users, minimum term or add-on prices. An annual invoice is therefore not computable from public information. 2 9

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European sovereignty — proven facts

0 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined — uncited Report an error
Subprocessors Not determined ⚠ unverified — uncited Report an error

Questions about WhosOff

Is WhosOff European?

Yes, though not from the EU. whats-best.ai classifies WhosOff as UK / wider Europe.

Where does WhosOff store data?

Not stated on the vendor’s pages as of 13 Oct 2026.

Does WhosOff have a free plan?

Not stated on the vendor’s pages as of 13 Oct 2026.

What are the best alternatives to WhosOff?

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: WhosOff alternatives.

Where this could be wrong

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.

Do you know more about WhosOff? Tell us Report an error on this page

Sources (11)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor homepage www.whosoff.com Checked 13 Oct 2026 Details →
  2. 2 Pricing page www.whosoff.com Checked 13 Oct 2026 Details →
  3. 3 Sick leave management www.whosoff.com Checked 13 Oct 2026 Details →
  4. 4 Privacy policy www.whosoff.com Checked 13 Oct 2026 Details →
  5. 5 Terms of service www.whosoff.com Checked 13 Oct 2026 Details →
  6. 6 Entitlements & German leave rules — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →
  7. 7 Entitlements & German leave rules — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →
  8. 8 Requests, approvals & team calendar — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →
  9. 9 Payroll handover, time tracking & API — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →
  10. 10 Payroll handover, time tracking & API — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →
  11. 11 Health data, access & works council — found from sitemap www.whosoff.com Checked 13 Oct 2026 Details →