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Employee Communication & Intranet

Relesys

EU-Made 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 Relesys A/S · www.relesys.ai

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Relesys: AI-assisted analysis on whats-best.ai Relesys: 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.

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

Relesys alternatives, European ones first →

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

The Works Council Member

Weighted verdict

Sits on the works council of a retail chain and negotiates the Betriebsvereinbarung for every new system under § 87 BetrVG. Will not sign off an app that tells a store manager who read a post at eleven at night, or that colleagues must install on their private phones to get their shift news. Reads the analytics pages first and asks what a manager can see about one person.

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

Scored by The Works Council Member

Panel median The Works Council Member 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 Works Council Member
Reach & targeted announcements 2 of 5 1.5 of 5
Pages, documents & knowledge 1.5 of 5 1 of 5
Engagement, surveys & onboarding 2 of 5 2 of 5
Works council, private phones & privacy by design 2 of 5 1.5 of 5
Integration, identity & administration 2 of 5 2 of 5
European sovereignty 1.5 of 5 1.5 of 5

Reach & targeted announcements

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.

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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

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Pages, documents & knowledge

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.

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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

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Engagement, surveys & onboarding

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.

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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

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Works council, private phones & privacy by design

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.

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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

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Integration, identity & administration

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.

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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

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European sovereignty

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.

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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

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Pricing transparency not rated — the vendor publishes no price

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.

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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

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European sovereignty — proven facts

0 of 6 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.

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

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.

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Sources (10)

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

  1. 1 Vendor homepage www.relesys.ai Checked 29 Oct 2026 Details →
  2. 2 Features page (communication) www.relesys.ai Checked 29 Oct 2026 Details →
  3. 3 Features page (training and onboarding) www.relesys.ai Checked 29 Oct 2026 Details →
  4. 4 Features page (insights) www.relesys.ai Checked 29 Oct 2026 Details →
  5. 5 Integrations page www.relesys.ai Checked 29 Oct 2026 Details →
  6. 6 Privacy policy www.relesys.ai Checked 29 Oct 2026 Details →
  7. 7 Data processing agreement (dpa) www.relesys.ai Checked 29 Oct 2026 Details →
  8. 8 Security / trust page trust.relesysapp.net Checked 29 Oct 2026 Details →
  9. 9 Reach & targeted announcements — found from sitemap www.relesys.ai Checked 29 Oct 2026 Details →
  10. 10 Pages, documents & knowledge — found from sitemap www.relesys.ai Checked 29 Oct 2026 Details →