Employee Communication & Intranet
Relesys
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Relesys A/S · www.relesys.ai
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Relesys at a glance
- Vendor
- Relesys A/S
- Headquarters
- Not stated on the vendor’s pages as of 29 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 29 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 29 Oct 2026
- Panel verdict
- The AI panel rates Relesys 2/5, the mean of 6 judges. Relesys is an AI-powered all-in-one employee app from Relesys A/S of Copenhagen, aimed at retail and hospitality frontline teams, with persona-weighted totals of 3.2-3.7. how scores are made
- As of
- Vendor pages captured 29 Oct 2026; evaluated by the panel 30 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Relesys is an AI-powered all-in-one employee app from Relesys A/S of Copenhagen, aimed at retail and hospitality frontline teams, with persona-weighted totals of 3.2-3.7. It is strongest on engagement and feedback and on integration and administration, both clustered at 4: onboarding from day 0, a brand-ambassador community, API, SLA and system status pages, and user and duty-plan integrations. It is weakest on content and knowledge: beyond employees finding answers without asking management, no public information appears on intranet pages, document areas, search, a people directory or translation. Scores split 3-4 on reach and targeting (targeting and staff-without-email login undescribed) and on works council and privacy — judges who scored 4 credited the published data processing agreement on EU standard contractual clauses; those who scored 3 weighed the pitch that managers "identify issues and spot champions" against missing works-agreement, quiet-hours and private-phone detail. Sovereignty sits at 3: Azure with no region stated and ISO 27001 and SOC 2 as targets to be obtained. No prices appear on the captured pages.
Speaks for it
- Engagement and feedback scores cluster at 4, on documented onboarding from day 0 and an expert community of brand ambassadors.
- Integration and administration scores cluster at 4, with an API developers page, published SLA and system status pages, and maintained user and duty-plan integrations.
- A published data processing agreement built on EU standard contractual clauses covers audit rights, pseudonymisation, breach notification, role-based access control and deletion on termination with certification.
- A trust centre offers an internal security-programme overview with audit reports and security policies on request, alongside a named Data Compliance Manager.
- Campaign execution across all locations is described, with a Selected (BESTSELLER) customer case across 26 locations.
Held against it
- Content and knowledge scores fall to 2-3, with no public information found on intranet pages, document areas, search, a people directory or translation.
- Sovereignty scores sit at 3: hosting stated only as Azure with no region, the preapproved sub-processor list held in a data processing agreement annex, and ISO 27001 and SOC 2 described as certifications to be obtained.
- We found no public information on single sign-on, SCIM, a named identity provider, Microsoft 365 integration, or login for staff without a company email address.
- The pitch that managers can identify issues and spot champions, with remote compliance checking across all locations, drew works-council scrutiny of individual performance visibility.
- We found no public information on a works-agreement template, quiet hours, private-phone rules or survey anonymity thresholds.
Best for
- You run retail or hospitality sites across many locations and need a branded daily app for store teams, with campaigns executed and understood in all locations.
- You hire seasonal or frontline staff and need onboarding from day 0 plus an expert community of brand ambassadors.
- You want the compliance paper trail in public: a published data processing agreement on EU standard contractual clauses with audit rights, deletion on termination with certification, and a trust centre offering audit reports on request.
- Your teams work to duty plans — duty-plan integrations and a full integration onboarding service are documented.
Avoid if
- You require certifications already held — the pages describe ISO 27001 and SOC 2 as certifications to be obtained rather than held.
- Your procurement must verify the full data and ownership chain — hosting is stated as Azure with no region, the preapproved sub-processor list sits in a data processing agreement annex, and ownership is unresolved after the 2024 takeover by Unite BidCo ApS.
- Your works council will examine individual performance visibility — the pages invite managers to identify issues and spot champions, with remote compliance checking across all locations.
The scores
| Criterion | Panel median |
|---|---|
| Reach & targeted announcements | 2 of 5 |
| Pages, documents & knowledge | 1.5 of 5 |
| Engagement, surveys & onboarding | 2 of 5 |
| Works council, private phones & privacy by design | 2 of 5 |
| Integration, identity & administration | 2 of 5 |
| European sovereignty | 1.5 of 5 |
Reach & targeted announcements
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How this is scored
How a message reaches every employee: a news feed and announcements on phone, browser and shared devices, targeting by site, department, role and language, access for staff without a company email address (invite codes, phone number, personnel number, QR codes, kiosk or shared devices), push notifications, mandatory reading with read confirmation, urgent alerts, scheduled posts, and reach analytics per message and audience.
0 — Not a communication tool; the company cannot publish news or announcements to employees in the product.
3 — A news feed or announcement channel for employees with company accounts; targeting, access without a company email address and reach figures are basic or not described.
5 — News and announcements targeted by group, site or role, delivered to a mobile app with push notifications and to the browser, employees without a company email address able to log in, and views or reach shown per post.
8 — Targeting by site, department, role and language from HR data, login documented for staff without email or company devices (personnel number, SMS code, shared devices), mandatory reading with read confirmation and reminders, urgent alerts that override quiet settings, scheduled and multi-channel posts (app, email, intranet, screens), and reach analytics per audience.
10 — Reach that can be proved: delivery and reading tracked per channel against the whole workforce, offline access and low-bandwidth delivery documented, crisis messages with acknowledgement and escalation, aggregated reports exportable, and the reach analytics described with the data they use.
The Internal Communications Lead
This is plainly a communication app for the whole workforce, with campaigns meant to be executed and understood across every location, plus AI Smart Notifications and Smart Content Scheduler modules in the processing annexes. But the captured pages never say how I would target the CEO letter to one country's sites in their language, how a fitter without a company email logs in, or what reach figures I could put in front of the board — we found no public information on targeting rules, push delivery, mandatory reading with confirmation, or reach analytics. 1 2 7 9
The Frontline Operations Lead
The captured pages show a genuine frontline comms app — communication tools from the top floor to the shop floor, campaigns executed and understood in all locations, and the data-processing agreement names a Smart Content Scheduler and AI Smart Notifications. What holds it down is that no page describes targeting by site, department or role, a documented login for staff without a company email address, push notifications, mandatory reading or reach figures per post, which is exactly what I need for 1,800 people on shop floors and in warehouses. 1 2 7 9
The Microsoft 365 Administrator
A branded app for store teams, AI Smart Notifications and a Smart Content Scheduler are documented, with campaign execution across all locations. We found no public information on targeting by department, role or language, on login for staff without a company email address, on mandatory reading or urgent alerts, or on per-message reach figures. With 2,500 staff holding no Microsoft licence and no company email, I cannot tell from these pages how those people would even get in. 1 2 7 9
The Works Council Member
An employee communications app with collaboration tools, notifications and scheduled content is documented, and the BESTSELLER case across 26 locations speaks to company-wide campaigns — but the captured pages give no description of targeting by site, department, role or language, push delivery, access for staff without a company email address, or reach figures per post. For a retail rollout I could not tell from these pages how a message reaches a shelf-stacker with no company phone. 1 2 7 9
The Data Protection Officer
A branded daily app for store teams and campaigns executed and "understood in all locations" are described, and the data processing agreement discloses AI Smart Notifications and a Smart Content Scheduler as processing modules. We found no public information on targeting by group, site, role or language, push delivery, mandatory reading with read confirmation, login for staff without a company email address, or reach figures per post or audience. 1 2 7 9
The Skeptic
A branded app with communication and collaboration tools 'from the top floor to the shop floor' and campaigns claimed to be executed and understood 'in all locations' — but the captured pages never describe targeting by site or role, push notifications, login for staff without a company email address, or per-message reach figures; 'remote compliance checking across all locations' is the closest claim and its mechanics are not shown. This is a communication channel, with the machinery of proving reach left undescribed. 1 2 9
Pages, documents & knowledge
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How this is scored
What employees can look up: intranet pages and a content management system, documents and policies with versions and owners, search across content and connected systems, a people directory and org chart, multilingual content with machine translation of posts and pages, content review and expiry, and access from the app as well as the browser.
0 — No pages or documents; the product carries only messages that scroll away.
3 — Files or simple pages can be shared; search, translation, a people directory and content governance are basic or not described.
5 — Pages and a document area with permissions, search across the content, a people directory, content available in the mobile app, and posts or pages translatable into several languages.
8 — A content management system with templates, page ownership, review dates and versioning, search across connected systems (SharePoint, Google Drive or similar), automatic translation of posts, pages and comments into named languages, an org chart from HR data, and pages readable offline.
10 — Knowledge that stays current: content lifecycle and expiry enforced, search and AI answers that cite their sources and respect permissions, analytics on what is searched and not found, accessibility of the content stated against WCAG, and a full export of pages and documents.
The Internal Communications Lead
The pitch is one entry point where employees find answers without asking management, with an AI Rich Text Editor module and a claim of consolidating systems. Beyond that we found no public information on intranet pages, a document area, search, a people directory, translation or versioning — the things my site editors and safety documentation would live in. 1 7 9 10
The Frontline Operations Lead
Training and operations are combined with communication and employees are said to find answers without asking management, so it carries more than messages that scroll away. The captured pages do not describe intranet pages, a document area, search, a people directory or any translation of posts, and translation into the six languages my teams need is nothing I can confirm from the pages. 1 5 9
The Microsoft 365 Administrator
The overview combines communication, training and operations in one app, and the pages describe employees finding answers without asking management, with one entry point into existing tools. We found no public information on intranet pages, document versions, a people directory or org chart, translation, or content review and expiry. That is thin next to a SharePoint-grade CMS; I have already inherited one unmaintained second SharePoint and will not sign for another. 1 5 9
The Works Council Member
Beyond the claim that employees find answers without asking management in the all-in-one app, we found no public information on intranet pages, a document area with permissions, search, a people directory, translation or content governance. Policies and handbooks are exactly what my colleagues would look up, and nothing captured shows where they would live. 1 9
The Data Protection Officer
The overview names an app combining communication, training and operations, and the demo pages say employees find answers without asking management, which implies reference content in the app. We found no public information on intranet pages, a content management system with versioning, search, multilingual content or machine translation, or a people directory and org chart. 1 3 9 10
The Skeptic
'Employees find answers without asking management' and training bundled into an all-in-one app are the sum of the knowledge story: we found no public information on intranet pages, a content management system, search, a people directory, translation or versioning on any captured page. The 'one entry point for all systems' line points at integration, not at content the product itself holds. 1 5 9 10
Engagement, surveys & onboarding
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How this is scored
How the workforce answers back and gets started: comments, reactions and moderation, employee surveys and pulse checks with anonymity rules, recognition, user-generated posts and communities, onboarding journeys for new starters including those without a desk, event and campaign pages, and the measures the vendor offers to report engagement.
0 — One-way only; employees cannot react, comment or answer in the product.
3 — Likes and comments on posts; surveys, moderation and onboarding are basic or not described.
5 — Comments and reactions with moderation, surveys or polls sent to targeted groups with results shown, employee posts or communities, and an onboarding area or journey for new employees.
8 — Pulse and engagement surveys with a stated anonymity threshold, automated onboarding journeys timed from the start date and reaching new starters before their first shift, recognition, communities with moderation rules, and engagement reported per group without exposing individuals.
10 — Listening that leads to action: survey results tied to follow-up tasks and published back to the workforce, anonymity and minimum group sizes documented, onboarding journeys measured by completion, and engagement data exportable for analysis.
The Internal Communications Lead
Onboarding from day 0 and building a community of brand ambassadors are both on the pages, with KPI dashboards in the insights module. We found no public information on surveys or pulse checks, comments and moderation, anonymity rules or recognition, so I cannot tell how two thousand shop-floor voices would answer back. 3 5 9 10
The Frontline Operations Lead
Onboarding from day 0 and an expert community of brand ambassadors are stated, which speaks directly to my seasonal hires and their first shift. Comments, reactions, moderation, surveys or pulse checks and their anonymity rules are not described on the captured pages, so I cannot tell whether workers can answer back or how a works council would read the listening tools. 2 9
The Microsoft 365 Administrator
Onboarding from day 0, an expert community of brand ambassadors and collaboration tools are documented, alongside KPI dashboards and manager insights. We found no public information on surveys or pulse checks, anonymity rules or minimum group sizes, comment moderation, or how onboarding completion is measured. The manager-insight claims about spotting champions and top performers carry an individual performance flavour that any works council will probe. 2 5 9
The Works Council Member
Onboarding from day zero and a community of brand ambassadors are documented, which takes the evidence past basic likes-and-comments territory. We found no public information on surveys or pulse checks, anonymity rules or minimum group sizes, moderation, or how engagement is reported — and as a works council member I will not sign off any survey tool whose anonymity threshold is not written down. 2 9
The Data Protection Officer
Employee onboarding "from day 0" and community building of brand ambassadors are described, with a Grow module listed and managers said to be empowered to identify issues and spot champions. We found no public information on comments and reactions with moderation, surveys or pulse checks, stated anonymity rules, recognition, or how engagement is reported per group. 3 4 9 10
The Skeptic
Onboarding 'from day 0' and building 'an expert community of brand ambassadors' are named capabilities, with KPI dashboards on the integrations page — but no captured page shows comments and reactions, surveys or polls, moderation, or anonymity rules, so I cannot tell how the workforce answers back or whether it can. 'Collaboration tools' and store teams who 'come back every day' are marketing copy, not product description. 2 5 9
Works council, private phones & privacy by design
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How this is scored
Whether the product can be rolled out under German co-determination and data protection: guidance or a template for a works agreement (Betriebsvereinbarung, § 87 BetrVG), no individual performance or behaviour monitoring by default, read and usage analytics aggregated or configurable, use on private phones without a company device (BYOD) with work and private data separated, quiet hours and availability settings, voluntary use without an employee email address, data minimisation and deletion, and accessibility.
0 — Built to monitor the behaviour or performance of individual employees, with that monitoring sold as a feature.
3 — A general GDPR statement; works council, use on private phones, analytics on individuals and quiet hours are basic or not described.
5 — Use on private phones described with what the employer can and cannot see, analytics shown in aggregate, notification or quiet-hour settings, and works councils or employee representatives named as a topic with information offered.
8 — A works-agreement template or checklist published, individual tracking off by default or switchable per tenant, read confirmations limited to messages that require them, quiet hours enforced, a login without a private email or phone number, data minimisation and deletion periods stated, and accessibility to WCAG or BITV stated.
10 — Co-determination built into the product: every analytics view and its granularity documented for the works council, configuration logged, employee-facing privacy notices in the app, minimum group sizes for every report, and published references of works-council-approved rollouts.
The Internal Communications Lead
A published data processing agreement built on EU Standard Contractual Clauses covers deletion on termination, pseudonymisation, role-based access and breach notification — more than a bare GDPR statement. But we found no public information on works agreements or employee representatives, private-phone use, quiet hours or accessibility, and a pitch that managers identify issues and spot champions is exactly the individual-flavoured reporting my works council would interrogate before sign-off. 6 7 9
The Frontline Operations Lead
There is a published data-processing agreement built on EU standard clauses with audit rights, pseudonymisation, role-based access, deletion on termination and a legal contact, which is more than a bare GDPR statement. The captured pages name no works-agreement template, no quiet hours and no rules for private phones, and managers are invited to identify issues and spot champions — individual visibility my works council will want to scrutinise before any rollout. 6 7 9
The Microsoft 365 Administrator
The paper trail is real — a data processing agreement based on EU Standard Contractual Clauses, pseudonymisation, multi-factor authentication, breach notification, controller audit rights, deletion on termination, role-based access control and an audit trail. We found no public information on a works-agreement template, use on private phones with work and private data separated, quiet hours, or how analytics are aggregated. Given the retail framing around identifying top performers, I would need answers here before any Betriebsvereinbarung conversation. 6 7 8
The Works Council Member
A published data processing agreement on EU standard contractual clauses, deletion on termination, pseudonymisation, audit rights and a no-selling statement are more than a bare GDPR notice. But the marketing sells managers the ability to identify issues and spot top performers — the first thing I would ask about under section 87 BetrVG is what a store manager can see about one person — and we found no public information on a works-agreement template, aggregated-only analytics, quiet hours, or how use on private phones separates work from private data. 6 7 8 9
The Data Protection Officer
The published data processing agreement goes beyond a general GDPR statement: EU standard contractual clauses, pseudonymisation, role-based access control, deletion on termination with certification, breach notification and audit rights, plus a named Data Compliance Manager and a trust centre with audit reports on request. We found no public information on a works-agreement template, use on private phones and what the employer can see, quiet hours, aggregation or configurability of read and usage analytics, minimum group sizes or accessibility; and the promise that managers can "identify issues and spot champions" is precisely the kind of performance visibility a works council will want answered before rollout. 6 7 8 9
The Skeptic
The DPA is solid boilerplate — EU standard contractual clauses, deletion or return on termination with certification, a portability interface, encryption, audit rights, thirty days' notice on subprocessor changes — and the privacy policy states GDPR applies; but we found no public information on works councils, a works agreement, private-phone use, quiet hours, or whether analytics are aggregated. Meanwhile managers are told they can 'identify issues and spot champions' with 'remote compliance checking across all locations' — for a German rollout, that combination needs answers these pages do not give. 6 7 9
Integration, identity & administration
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How this is scored
How the product fits the company's systems and is run: Microsoft 365, SharePoint, Teams and Google Workspace integration, user provisioning from the HR system or directory (Entra ID, SAP SuccessFactors, Personio, Workday), single sign-on and SCIM, roles and admin rights by site or department, an API and webhooks, integrations with shift planning and payroll for frontline links, white-label apps, and an export of content and users when leaving.
0 — Stand-alone with manual user lists and no integration of any kind.
3 — Users imported from a file and a few links to other tools; single sign-on, provisioning and an API are basic or not described.
5 — Single sign-on with named identity providers, users provisioned from a directory or HR system, Microsoft 365 or Google Workspace integration, several named integrations, and a documented API.
8 — Automated provisioning by SCIM or HR connector including staff without email, delegated administration by site or department, integration in Microsoft Teams and SharePoint, connectors for named HR, shift and payroll systems, webhooks, a white-label app option, and an audit log.
10 — Runs as part of the company's systems: a public developer platform with versioned API and SDKs, every integration documented, a status page and stated SLA, and a full export of content, users and analytics that a successor system can import.
The Internal Communications Lead
An API with developer pages, user integrations and duty-plan integrations that are actively maintained, a published SLA and system-status page, and an audit-trail system give a workable skeleton. But we found no public information on single sign-on, SCIM or HR-system provisioning, and no identity provider or Microsoft 365 or Google Workspace connection is named on the captured pages, so I cannot plan the eleven-site rollout. 5 7 8 10
The Frontline Operations Lead
User integrations, duty-plan integrations, a migration path, a maintained integration onboarding service and an API developers page are stated, and duty-plan links matter for my shift workers; a branded app for store teams is also described. Single sign-on, provisioning from an HR system or directory and named systems such as Microsoft 365 are not described on the captured pages, so I cannot tell how a day-one account for a new picker gets created. 5 9 10
The Microsoft 365 Administrator
The integrations page offers only generic categories — user integrations, duty plan integrations, one entry point for all systems — plus a full integration onboarding service, and the site carries API Developers, SLA and System Status pages; the data processing agreement adds role-based access control, an audit trail and a download interface for the controller. We found no public information on single sign-on or SCIM, provisioning from a named directory or HR system including staff without email, a Microsoft Teams or SharePoint integration, delegated admin rights per site, or export of content and users to a successor system. Against my requirements — provisioning from HR, single sign-on and SCIM, the app inside Teams, delegated admin per site, and a real export at contract end — only the existence of an API page is documented. 5 7 8 10
The Works Council Member
User and duty-plan integrations, a maintained integration service with a dedicated onboarding, an API developers page, plus linked SLA and system status pages are documented, and role-based access control and audit trails appear in the agreement. We found no public information on single sign-on with named identity providers, automated provisioning including staff without email, Microsoft 365 or Google Workspace integration, or admin rights delegated by site or department. 5 7 10
The Data Protection Officer
The integrations page names duty plan and user integrations, a full integration onboarding service and one entry point to existing digital tools, and the site offers public API Developers, SLA, System Status and migration pages, with role-based access control and audit trails described in the agreement and trust centre. We found no public information on single sign-on with named identity providers, SCIM or automated HR provisioning, Microsoft 365 or Google Workspace integration, delegated administration by site or department, webhooks or a white-label app. 5 7 8 10
The Skeptic
The integrations page sells categories — 'user integrations', 'duty plan integrations' — plus an integration onboarding service, an API Developers page, a migration offering, and SLA and System Status pages. But no identity provider, single sign-on, SCIM or HR system is named anywhere, so the plumbing is asserted rather than documented; a buyer cannot tell how identities arrive. 5 7 10
European sovereignty
panel opinion
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How this is scored
Who the contracting entity and the parent company are, where employee profiles, messages, files and usage data are hosted, and who the subprocessors are (hosting, push notifications, email and SMS delivery, video, translation, AI models, analytics, support). Independently sourced by the sovereignty pipeline; an employee app holds data on the whole workforce, often on private phones, so the whole chain counts, not only the database.
0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and no data processing agreement offered.
3 — A privacy policy and a data processing agreement exist, but hosting location is unstated or non-EU and the subprocessors are not listed.
5 — EU hosting available and an EU contracting entity or EU representative, but parts of the chain (push delivery, translation, AI, email, analytics, support) run through non-EU providers without a stated safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessors listed with their locations, a data processing agreement published, and security certifications (ISO 27001, SOC 2) stated.
10 — Sovereign end to end and evidenced: European ownership, entity, hosting and every subprocessor, or self-hosting on the customer's own servers, data export and deletion documented, and certifications published with their scope rather than implied.
The Internal Communications Lead
A privacy policy with a Copenhagen address and a published data processing agreement exist, but hosting is named only as Azure with no location, the sub-processor list sits in a contract annex whose names the captured pages do not show, and ISO 27001 and SOC 2 are described as certifications to be obtained rather than held. For an app holding data on an entire workforce, that chain is not proven end to end. 6 7 8
The Frontline Operations Lead
The vendor shows a Copenhagen address, a published data-processing agreement built on EU standard clauses, Azure-based infrastructure with status monitoring, and a preapproved sub-processor list kept in the agreement's annex. The hosting region is not stated, the sub-processor list itself is not public, and ISO 27001 and SOC 2 are stated as certifications to be obtained rather than held — so I cannot confirm where my drivers' data actually sits. 6 7 8
The Microsoft 365 Administrator
A privacy policy and a data processing agreement based on EU Standard Contractual Clauses are published, with a Copenhagen address, but hosting is stated only as Azure with no region named and the sub-processor list sits in a DPA annex rather than in public view. ISO 27001 and SOC 2 are described as certifications to be obtained rather than held, and the named third parties (Hubspot, Facebook, Google, LinkedIn, Instagram) appear in the marketing context of the privacy policy, not the product delivery chain. For an app holding data on the whole workforce, on private phones, I need the whole chain spelled out. 6 7 8
The Works Council Member
A Danish company address, a published data processing agreement built on EU standard contractual clauses, a pre-approved sub-processor annex and Azure infrastructure are documented, and the marketing register names its third parties. But the hosting region is not stated, the sub-processor names behind the platform annex are not shown, ISO 27001 and SOC 2 are stated as certifications to be obtained rather than held, and the ownership position is unresolved on these captures — I need the full chain named before co-determination talks, not only the database. 6 7 8
The Data Protection Officer
A data processing agreement based on the EU standard contractual clauses is published and the vendor's contact address is in Denmark, which is more than nothing. But hosting is stated only as Microsoft Azure with no region, the preapproved sub-processor list is referenced only as a DPA annex without names or locations on the public pages, the listed ISO 27001 and SOC 2 certifications are described as targets to be obtained rather than held, and the captured pages give no statement on the ownership or contracting entity's jurisdiction beyond the Danish address. 6 7 8 10
The Skeptic
A Copenhagen address in the privacy policy and a DPA built on EU standard contractual clauses are real, but hosting is named only as 'Azure' with no region stated, the preapproved subcontractor list sits in a DPA annex rather than in public view, and ISO 27001 and SOC 2 are written as certifications to be obtained, not held. The only named chain — Hubspot, Facebook, Google Services, LinkedIn, Instagram — belongs to Relesys' own marketing, not the product, and the captured pages do not establish who owns the company after the 2024 takeover. 6 7 8
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: price per user or per employee, whether frontline and desk staff are priced differently, platform or base fee, which modules (intranet, employee email, surveys, translation, AI, a white-label app) cost extra, minimum seats and term, and setup and onboarding fees.
0 — No public prices at all; every customer is a sales call.
3 — A starting price or a free tier exists, but how cost scales with users, modules or a branded app is unclear.
5 — Tiers are public with their per-user or base price and main inclusions, but at least one commonly needed piece (frontline users, translation, a branded app, extra modules) is unpriced or "on request".
8 — Every tier priced publicly with its scaling rule (per user, per frontline user, per active user), add-ons and a branded app priced, minimum seats and term, setup fees and VAT treatment stated.
10 — Complete price computability: annual cost derivable for a given headcount and module set, with every add-on, setup, support and branded-app fee and the cancellation and data-return terms published.
The Internal Communications Lead not rated — no public information
We found no public information on pricing: no per-user or per-frontline-worker price, tier, base fee, setup cost or contract term appears on the homepage, the feature pages, the integrations page or the search page we read. Every budget figure would have to come from a sales conversation. 1 2 5 9 10
The Frontline Operations Lead not rated — no public information
We found no public information on prices — no per-user rate, no distinction between frontline and desk staff, no module, setup or branded-app fees, no minimum seats or term — on any of the captured pages, including the homepage and every feature page we read. For 1,800 staff with seasonal peaks, I cannot compute an annual cost from public material alone. 1 2 3 4 5 9 10
The Microsoft 365 Administrator not rated — no public information
We found no public information on pricing on any of the captured pages — no per-user or per-employee price, no price for the Connect, Grow, Accelerate and Understand modules, and no setup fees, minimum seats or term. I read the homepage, the integrations page and the module overview, and no price figure of any kind appears on them. 1 5 10
The Works Council Member not rated — no public information
We found no public information on prices, tiers, per-user or per-frontline-user costs, minimum seats, term, or setup and onboarding fees on any of the captured pages, from the homepage and feature pages to the integrations and search pages. Every cost question would have to go to a sales call. 1 2 3 4 5 10
The Data Protection Officer not rated — no public information
We found no public information on pricing. The homepage, features, integrations and overview pages we read describe capabilities only, with no per-user or per-employee price, no tiers, no module or branded-app pricing, no minimum seats or term, and no setup or onboarding fees. 1 2 5 10
The Skeptic not rated — no public information
We found no public information on pricing: none of the captured pages — homepage, feature, integrations and demo pages, privacy policy, DPA and trust pages — shows a price per user, a base fee, pricing for the Connect, Grow, Accelerate and Understand modules, minimum seats, term, or setup fees. A buyer cannot compute anything from what is published here. 1 2 5 9 10
European sovereignty — proven facts
0 of 6 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 |
|---|---|---|---|
| Hosting location | Not determined | — | uncited Report an error |
| Hosting options | Not determined | — | uncited Report an error |
| Open source | Not determined | — | uncited Report an error |
| Data processing agreement | Not determined ⚠ unverified | — | uncited Report an error |
| Transfer impact assessment | Not determined | — | uncited Report an error |
Questions about Relesys
Is Relesys European?
Yes. whats-best.ai classifies Relesys as EU-Made.
Where does Relesys store data?
Not stated on the vendor’s pages as of 29 Oct 2026.
Does Relesys have a free plan?
Not stated on the vendor’s pages as of 29 Oct 2026.
What are the best alternatives to Relesys?
As of 3 Nov 2026, the panel rates Flip (3.5/5), Workvivo by Zoom (3/5) and Staffbase (3/5) highest among the other 17 Employee Communication & Intranet 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 Flip (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Relesys alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 29 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 processing agreement. Not confirmed on the vendor’s own pages as captured.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- We found no public information on pricing on the pages we read (relesys.ai, relesys.ai/connect, relesys.ai/grow, relesys.ai/understand, relesys.ai/integrations, relesys.ai/privacy-policy and 4 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 37 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
- 14 compliance 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
- 9 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 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 legal 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 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.relesys.ai Checked 29 Oct 2026 Details →
- 2 Features page (communication) www.relesys.ai Checked 29 Oct 2026 Details →
- 3 Features page (training and onboarding) www.relesys.ai Checked 29 Oct 2026 Details →
- 4 Features page (insights) www.relesys.ai Checked 29 Oct 2026 Details →
- 5 Integrations page www.relesys.ai Checked 29 Oct 2026 Details →
- 6 Privacy policy www.relesys.ai Checked 29 Oct 2026 Details →
- 7 Data processing agreement (dpa) www.relesys.ai Checked 29 Oct 2026 Details →
- 8 Security / trust page trust.relesysapp.net Checked 29 Oct 2026 Details →
- 9 Reach & targeted announcements — found from sitemap www.relesys.ai Checked 29 Oct 2026 Details →
- 10 Pages, documents & knowledge — found from sitemap www.relesys.ai Checked 29 Oct 2026 Details →