Employee Scheduling
7shifts
Rest of world Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 2 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by 7shifts Inc. · www.7shifts.com
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
7shifts is an HR platform for restaurants covering scheduling, communication and payroll. Scores are strongest on pricing transparency and roster planning, lowest on sovereignty and working time rules (3); staff self service sits at 6, codetermination and privacy at 4. Pricing transparency rests on published prices: a free Comp plan for single locations up to 15 employees, then $39.99, $79.99 and $134.99 per month per location, plus priced add-ons and 10% off annual billing. Roster planning credits POS-fed sales forecasting, an open-shift Shift Pool and templates built from an uploaded schedule. The sovereignty scores follow primary storage in the United States with encrypted Canadian backups, contracting via 7shifts Inc. or 7shifts (US) Corp., and subprocessors listed only by type and jurisdiction. Working time rules amounts to real-time overtime and mandatory-break alerts, with no public information naming the German daily maximum, rest period or Minijob limit. Payroll and integrations spans 4 to 6, in-product payroll and published API terms set against the USA-only payroll and no public information on a German export.
Speaks for it
- Every tier and add-on carries a public price per month per location, from the free Comp plan for single locations up to 15 employees to $134.99 for unlimited employees.
- Sales-driven labour forecasting is fed by POS data, with roles, departments and a reusable template built from an uploaded schedule.
- The employee app handles availability, time-off requests, shift swaps and open-shift bids with manager approval, plus chat with read receipts and estimated earnings.
- Time clocking is included even in the free plan.
- A published data processing agreement commits to deleting or anonymising personal information once it is no longer needed.
Held against it
- Compliance content amounts to real-time alerts for approaching overtime and mandatory breaks, with no public information naming the German daily maximum, the eleven-hour rest period or Minijob earnings limits.
- Primary storage sits in the United States with encrypted backups in Canada, and the policy offers no alternative region for primary storage.
- 7shifts Payroll is stated as available in the USA only, at $39.99 per month per location plus $6 per month per employee paid, and we found no public information on a DATEV or other German payroll export.
- We found no public information on an audit log of access, configurable deletion periods or documentation for works-council approval.
- Profile data including availability, time off and tip information remains attached to the employee account across employers.
Best for
- You run a single restaurant location and want to start free — the Comp plan covers single locations up to 15 employees and includes time clocking.
- You plan against POS sales data and want sales-driven forecasting, roles and departments, and an open-shift pool with manager approval.
- You want the full price visible before talking to sales — tiers and add-ons are priced per month per location, with 10% off annual billing.
- Your staff are deskless and live in the mobile app for availability, swaps, reminders and estimated earnings.
Avoid if
- You need German working-time rules enforced in the tool — the captured compliance content is overtime and mandatory-break alerts, and we found no public information naming a German rule.
- You require EU data residency or an EU contracting entity — primary storage is in the United States, the contracting entities are 7shifts Inc. (Canada) and 7shifts (US) Corp., and we found no public information on EU hosting.
- You must hand hours and surcharges to a German payroll provider such as DATEV — we found no public information on such an export, and 7shifts Payroll is USA-only.
- Your works agreement requires switching individual monitoring off or an audit log — the paid plans advertise employee performance management and attendance insights, and we found no public information on either.
The scores
Roster building & demand planning
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How this is scored
How a plan gets built across locations, roles and qualifications — templates, staffing requirements, forecasting from sales or occupancy, and whether the product proposes a roster or only draws one.
0 — A shared calendar of shifts; no templates, no roles or qualifications, and no notion of how many people a shift needs.
3 — Shift templates and a weekly grid per location, with roles attached, but staffing needs and qualifications are the planner's memory rather than the system's.
5 — Templates, roles and qualifications, staffing requirements per shift, open shifts, multiple locations and departments, and coverage gaps shown before publication.
8 — Demand-based planning from a named data source (POS revenue, footfall, occupancy or bookings), automatic roster proposals the planner can accept or adjust, labour cost shown against budget while planning, and cross-location staff sharing.
10 — Planning closes the loop: forecast, proposed roster and actual hours compared in one place, the proposal explains which rule or demand figure drove each assignment, and the vendor documents the forecasting method rather than calling it AI.
The Shift Manager
A photo of my current roster becomes a reusable template with roles and departments, and sales-driven forecasting pulls from the POS with labour shown against sales while I plan — that cuts the Thursday-night build down. But the "advanced labor recommendations" fall short of a full proposed roster I can accept or adjust, and we found no public information on sharing staff across locations or on how the forecast method actually works. 5 2 1 6
The Operations Director
Sales-driven forecasting from POS data, coverage by role and department, a template builder seeded from a photo of the current schedule, and the Shift Pool for open shifts are all evidenced. We found no public information on cross-location staff sharing, no explicit labour cost against budget while the plan is still editable, and the forecasting method is documented nowhere beyond an 'Advanced hourly labor forecast' at premium. 1 2 5 6
The Payroll Officer
Sales-driven labour forecasting from the POS, real-time labour versus sales, roles and departments, reusable templates from an uploaded schedule, and an open-shift pool are all on the pages, with the premium tier adding an advanced hourly forecast and labour recommendations. The loop stops short of a full proposal: we found no public information on qualifications or staffing requirements per shift, on coverage gaps shown before publication, or on staff shared across locations. 1 2 5 6
The Works Council Advocate
The captured pages show sales-driven labour forecasting fed by POS data, real-time labour-versus-sales tracking and budgeting tools, roles and departments, a Shift Pool for open shifts, and a reusable template generated from an uploaded roster, with an advanced hourly forecast and labour recommendations named as premium extras. We found no public information on staffing requirements per shift with attached qualifications, on a roster proposal the planner accepts or adjusts, or on sharing staff across locations. 1 2 5 6
The Frontline Employee
Demand planning is real here: sales-driven forecasting with POS data feeding the schedule, plus roles, departments, reusable templates from an uploaded roster photo, a Shift Pool for open shifts, and premium 'advanced labor recommendations'. We found no public information on sharing staff across locations or on how the forecasting itself works. 1 2 5 6
The Skeptic
Sales-driven forecasting from POS data is real and the input is named, roles and departments survive into a reusable template built from an uploaded schedule, and open shifts exist through the Shift Pool. But the advanced hourly forecast and labor recommendations are Premium bullets with no description of an automatic roster proposal the planner accepts or adjusts, and I found no public information on qualifications, staffing requirements per shift, coverage gaps before publication, or cross-location staff sharing. 1 2 5 6
Working-time law & collective agreements
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How this is scored
Whether the roster knows the rules it is subject to — ArbZG rest periods and maximum hours, youth and maternity protection, Minijob earnings limits, Tarifvertrag and works-agreement rules, surcharges — and whether it enforces them, warns, or leaves them to the export.
0 — No working-time rules described anywhere; the pages mention no check on daily hours, breaks or rest periods.
3 — Compliance is claimed as "supported" but the pages name no specific rule, or only a generic overtime warning exists.
5 — Named checks for the ArbZG daily maximum, the 11-hour rest period and breaks, plus a Minijob earnings warning, shown to the planner before publication; whether the check blocks or only warns is stated.
8 — Configurable rule sets per contract or employee group covering Tarifvertrag surcharges (night, Sunday, holiday), time accounts, youth-protection limits and works-agreement rules, with the planner's override of a violation recorded and reasoned.
10 — The rules are modelled as law, not as warnings: maintained rule sets for named collective agreements, sector-specific exceptions (care, hospitality) documented with the statute they rely on, every override attributable, and published guidance mapping each feature to the provision it serves.
The Shift Manager
The pages promise "real-time alerts when staff are about to go into overtime or need to take a mandatory break" but never name a specific rule — no ArbZG daily maximum, no 11-hour rest period, no Minijob earnings warning, no Tarifvertrag surcharges. I'd be finding the rest-period breaches after publication instead of the system warning me before it. 6 5 1
The Operations Director
'Real-time alerts when staff are about to go into overtime or need to take a mandatory break' is the whole of the working-time content, with 'labor compliance' otherwise claimed generically. No statute is named anywhere — nothing on the ArbZG daily maximum, the 11-hour rest period, Minijob limits, youth protection or Tarifvertrag surcharges — so the rules remain the planner's own problem. 1 5 6
The Payroll Officer
Compliance appears as two generic alarms — real-time alerts for upcoming overtime and for a mandatory break — with no statute, agreement or rule named behind them. I found no public information on the ArbZG daily maximum or the 11-hour rest period, on a Minijob earnings warning, on youth or maternity limits, or on night, Sunday and holiday surcharges from any Tarifvertrag; for my month-end every one of those checks lands on me, not the tool. 1 5 6
The Works Council Advocate
Compliance is claimed as "built-in labor compliance" plus real-time alerts for upcoming overtime and mandatory breaks, and beyond those two alarms we found no public information naming a rule — nothing on rest periods or daily-hour maxima, youth or maternity protection, Minijob earnings limits, Tarifvertrag surcharges or works-agreement rules. The payroll with built-in tax filing is stated to be available in the USA only. 1 2 6
The Frontline Employee
What the pages show is a generic overtime alert and a 'mandatory break' warning under 'built-in labor compliance'. Beyond that the pages name no specific rule — we found no public information on eleven-hour rest periods, youth protection, Minijob earnings limits or collective-agreement surcharges, which matters when you juggle two employers. 1 5 6
The Skeptic
What the pages call built-in labor compliance is a real-time alert when staff approach overtime or need a mandatory break — a generic warning, not a rule set. I found no public information naming the German daily maximum, the eleven-hour rest period, youth or maternity protection, Minijob earnings limits, or any collective-agreement surcharge, and nothing says whether anything blocks a violation rather than alerting after the fact. 1 5 6
Mobile self-service for deskless staff
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How this is scored
What the employee on the shop floor actually gets: a mobile app to read the roster, enter availability, request and accept swaps, claim open shifts and clock in — in their language, on their own device or a shared one.
0 — No employee access; the roster is printed or sent as a PDF.
3 — A read-only app or web view of one's own shifts, with changes still requested by phone or chat.
5 — Mobile app with availability entry, absence requests, shift-swap requests with manager approval, open-shift claiming and push notification of changes.
8 — Swaps and open shifts resolved under the rule set (qualifications and rest periods checked before approval), clock-in by app or shared terminal with offline handling, multilingual interface, and team communication that keeps shift talk out of private messengers.
10 — Self-service is designed for people who never open a laptop: swap and cover flows that resolve without a manager where the rules allow, accessibility and language coverage stated, use on a shared or personal device both supported, and employees able to see and export the data held about them.
The Shift Manager
The employee app covers the core: availability and time-off requests from the phone, shift swaps offered to coworkers, a Shift Pool to bid on open shifts with manager approval, plus in-app chat and announcements that keep shift talk out of private messengers. We found no public information on swaps being checked against qualifications or rest periods before approval, on multilingual coverage, or on offline clock-in at a shared terminal. 6 1 3
The Operations Director
The employee app carries availability, time-off requests, shift swaps with manager approval, open-shift claiming via Shift Pool, automatic reminders, in-app chat with read receipts, and time clocking is included even in the free plan. We found no public information on swaps being checked against qualifications or rest periods before approval, on offline handling, or on language coverage, which holds this mid-range. 1 4 5 6
The Payroll Officer
The employee app is genuinely built for the floor: availability and time-off requests from the phone, shift offers and a Shift Pool to bid on open shifts with manager approval, in-app chat and announcements with read receipts, and time clocking already on the free plan. We found no public information on swaps being checked against qualifications or rest periods before approval, on a multilingual interface, or on use of a shared device or terminal. 1 5 6
The Works Council Advocate
The free mobile app from the app stores lets staff submit availability and time-off requests, offer up and swap shifts with manager approval, bid on open shifts in the Shift Pool, chat with the team, get shift reminders, track hours and view estimated earnings, with time clocking described as included even in the free plan. We found no public information on swaps being checked against rest periods or qualifications before approval, on offline clock-in, or on language coverage, and employee access to the data held about them appears only as general access-and-correction rights in the privacy policy. 1 3 5 6
The Frontline Employee
The employee app is the whole point for me: submit availability and time-off requests in seconds, offer shifts to coworkers, bid on open shifts with manager approval, automatic shift reminders, estimated earnings, and in-app chat with read receipts so the roster stops living in private messages. We found no public information on interface languages, and nothing saying swaps are checked against qualifications or rest rules before approval. 1 5 6
The Skeptic
The employee app covers availability, time-off requests, swap offers with manager approval, open-shift bidding, push of changes, in-app chat with read receipts and estimated earnings, and time clocking is in the free plan so the deskless worker is clearly the design centre. Nothing shows swaps or open shifts being checked against qualifications or rest periods before approval, and I found no public information on offline clock-in handling, shared terminals, or language coverage. 1 4 5 6
Works council & employee data
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How this is scored
Whether the product can be introduced under co-determination (BetrVG § 87) — role-based visibility, what is logged, which monitoring can be switched off, retention of availability, absence and location data — and whether the vendor supplies what a works agreement needs.
0 — No roles or visibility settings described, no statement of what is stored, logged or retained, and GPS or activity tracking presented without any mention of switching it off.
3 — Basic admin and employee roles exist, but visibility of absence reasons or location data is not configurable and retention is unstated.
5 — Configurable roles limiting who sees whose data, GPS and similar tracking optional and off by default or stated as switchable, a published DPA, and a retention or deletion statement for employee records.
8 — Fine-grained visibility (absence reasons hidden from colleagues and line managers where not needed), an audit log of who viewed and changed an individual's data, configurable deletion periods, and documentation the vendor offers for works-council approval.
10 — Data minimisation is designed in and evidenced: a model works agreement or feature-by-feature data inventory published, no performance or behaviour scoring of individuals, monitoring functions individually deactivatable, and deletion executed automatically per configured period.
The Shift Manager
There is a published DPA and a statement that personal information is deleted or anonymised once retention is no longer needed, but the need-to-know access wording governs 7shifts' own staff rather than configurable visibility for my line managers. We found no public information on an audit log of who viewed or changed an individual's data or on documentation for works-council approval, and the policy says profile data including availability, time off and tip information stays with the employee account across employers. 4 3
The Operations Director
A data processing agreement is published and the privacy policy commits to deleting or anonymising personal information once retention is no longer permitted; premium plans mention permission templates. We found no public information on configurable visibility of absence reasons, on switching GPS or activity tracking off, on audit logs of access, or on works-council documentation — and the policy says profile data including availability, time off and tips stays with the employee account across employers. 2 3 4
The Payroll Officer
There is a published data-processing agreement, a need-to-know access rule, permission templates and a statement that data is deleted or anonymised once retention ends — yet profile data including availability, time off and tips stays attached to the employee's account across employers, and the engagement module produces performance and attendance insights on individuals. We found no public information on an audit log of who viewed an individual's data, on configurable visibility of absence reasons, or on documentation for works-council approval. 1 2 3 4
The Works Council Advocate
For a works agreement the captured pages give me little to work with: "performance and attendance insights" and "employee performance management" are advertised as features, which I read as individual monitoring, and the privacy policy says profile data — name, availability, time off, tip information — remains attached to the employee's account for as long as it is active, even when it is no longer linked to an organization. A data processing agreement, a need-to-know access statement and a promise of deletion or anonymisation once data is no longer needed are published. We found no public information on an audit log of who viewed or changed an individual's data, on configurable deletion periods, on hiding absence reasons from colleagues, on switching monitoring functions off, or on documentation offered for works-council approval. 1 3 4 5
The Frontline Employee
A published data-processing agreement, deletion or anonymisation once data is no longer needed, need-to-know access and manager permission templates are all on the record. But we found no public information on an audit log of who viewed my data, on hiding absence reasons from colleagues, or on works-council documentation — the first questions a works council asks. 2 3 4
The Skeptic
A DPA is published, deletion or anonymisation after the retention purpose ends is stated, and access is restricted on a need-to-know basis — but that is a policy sentence, not configurable role visibility in the product. No audit log, no configurable deletion periods and no works-council documentation appear; instead the paid plans advertise employee performance management and attendance insights, and the terms put notifying 7shifts about EEA/UK personal data on the customer. 1 3 4 5
Payroll handoff & integrations
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How this is scored
How planned and worked hours, surcharges and absences reach payroll — DATEV, Lohn und Gehalt, the tax adviser — and how the roster connects to the POS, HR and time systems a shift business already runs.
0 — No payroll path and no integrations; the month leaves as a spreadsheet someone retypes.
3 — Generic CSV export said to suit payroll, with no named payroll system and no surcharge handling.
5 — A named payroll integration or documented export (e.g. DATEV Lohn und Gehalt or LODAS) covering hours, absences and surcharges, plus at least one named POS or HR integration.
8 — Vendor-maintained payroll integrations with a lock step before transmission, wage types mapped per surcharge, POS integrations feeding forecasting, an HR master-data sync, and a documented API.
10 — Payroll is designed for, not exported to: several named payroll systems maintained, retro corrections after the close handled, the tax adviser given scoped access, and a versioned public API with webhooks and a deprecation policy.
The Shift Manager
Integrations are listed by category — POS, Payroll, Hiring, Back Office — with published API terms and POS data feeding the labour forecast, but we found no public information on a named European payroll system such as DATEV, on surcharge or wage-type handling, or on hours and absences reaching a Lohn und Gehalt. 7shifts Payroll itself is stated as "Available in the USA only". 1 4 2 5
The Operations Director
Integrations are listed by category with ADP and Clover named as marketplaces, API terms are published, POS data feeds the schedules, and 7shifts runs its own payroll at $39.99 per month per location plus $6 per employee paid — stated as USA only. We found no public information on a DATEV or other German payroll export, on wage types mapped per surcharge, or on a lock step before transmission. 1 2 4 5
The Payroll Officer
The pages show 7shifts running payroll itself — automatic wage and tip calculations, built-in tax filing, unlimited regular and off-cycle runs — but that is "Available in the USA only", and for everyone else the handoff is an integration category (POS, Payroll, Back Office) with published API terms and no system named. I found no public information on a DATEV or Lohn und Gehalt path, on wage types mapped per surcharge, or on corrections after the close outside their own US tax engine. 1 2 4 5
The Works Council Advocate
Payroll can run inside 7shifts itself with automatic wage and tip calculation and built-in tax filing, but that payroll is stated to be available in the USA only, and we found no public information on a documented export to German payroll covering surcharges and absences for the tax adviser. Integration categories name POS, payroll, hiring and analytics, API terms are published, Clover and ADP appear as marketplace channels, and POS data feeds the labour forecasting. 1 2 4 5
The Frontline Employee
Hours reach pay inside the product: their own payroll with automatic wage and tip calculation and built-in tax filing at +$6/mo per employee paid, with Clover and ADP named in the marketplace terms and a documented API with published terms of service. That payroll is USA-only, and we found no public information on a DATEV or Lohn-und-Gehalt export or on wage types for night, Sunday and holiday surcharges. 1 2 4 5
The Skeptic
The roster ties into the POS, forecasting feeds from POS data, and API terms are published, but the only named payroll thing is 7shifts' own US-only payroll processing at $6 per month/employee paid plus $39.99 per month/location — Clover and ADP appear only as billing marketplaces. I found no public information on a German payroll handoff: no DATEV or Lohn und Gehalt export, no wage types mapped to surcharges, no lock step and no tax-adviser access. 1 2 4 5
European sovereignty
panel opinion
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How this is scored
Where the employee data lives, who the contracting entity is, who the subprocessors are, and whether that is documented rather than assumed. Independently sourced by the sovereignty pipeline; weighted seriously here, because a scheduling tool holds availability, absence and often location data about employees who had no say in the vendor.
0 — Non-EU vendor and contracting entity, hosting region unstated or non-EU, subprocessors not named.
3 — EU hosting offered as an option or claimed without a provider, while the contracting entity is non-EU or the subprocessor list is absent.
5 — EU hosting as standard and an EU contracting entity, but the subprocessor chain (messaging, push notification, analytics, support) includes non-EU providers without an explained safeguard.
8 — EU or DACH hosting with a named data-centre provider, EU contracting entity, full subprocessor list published, and any non-EU processing — push notification services included — named with its legal basis.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor in the EU, certification published, and a DPA that covers the employee data the app collects on personal devices.
The Shift Manager
The contracting entities are 7shifts Inc. in Canada and 7shifts (US) Corp. for US customers, primary data storage sits in the United States with encrypted Canadian backups, and subprocessors are published only by type and jurisdiction rather than by name. For a tool holding availability, absence and payroll-adjacent data on employees who never chose the vendor, there is no EU hosting or EU entity anywhere on the captured pages. 4 3
The Operations Director
Primary storage is in the United States with encrypted backups in Canada and no EU region offered, the contracting entities are 7shifts Inc. in Canada or 7shifts (US) Corp., and subprocessors are published by type and jurisdiction only, not by name, with SMS, push and email providers in the USA. Employee data at a European operator would sit under non-EU entities with a non-EU chain. 3 4
The Payroll Officer
Contracting happens with 7shifts Inc. in Canada or 7shifts (US) Corp., primary encrypted storage is in the United States with Canadian backups, and the policy lists subprocessors by type and jurisdiction only — with US providers in hosting, email and payment processing — while the EEA customer carries the burden of notifying 7shifts about its own people's data. For employee availability, absence and bank details this is a non-EU chain end to end. 3 4
The Works Council Advocate
Primary storage is in the United States with encrypted backups in Canada, SMS, push and email providers sit in the USA, and the contracting entities are 7shifts Inc. in Canada or 7shifts (US) Corp. — we found no public information on an EU hosting option. The subprocessor list gives types and jurisdictions rather than named providers, and the policy discloses that files handed to law enforcement are decrypted before delivery, which matters for data that includes social security numbers, bank details, availability and absence records. I cannot co-sign a works agreement on that basis. 3 4
The Frontline Employee
Everything the app knows about me — availability, time off, bank details for pay — sits on primary storage in the United States with encrypted backups in Canada, under a Canadian or US contracting entity. We found no public information on an EU hosting option or EU entity, and subprocessors are published by type and country rather than by name. 3 4
The Skeptic
Primary storage is in the United States with encrypted backups in Canada, the contracting entities are a Canadian and a US corporation, and subprocessors are published by type and jurisdiction rather than name, with SMS, push, email and payment providers in the USA. No EU hosting option appears anywhere, and the DPA leaves notifying 7shifts about EEA/UK personal data to the customer. 3 4
Pricing transparency
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How this is scored
Whether a buyer can compute the real annual invoice for their headcount and locations — including the time clock, payroll export, forecasting and other modules sold as add-ons — from public pages alone.
0 — No public prices at all; every tier is a sales conversation.
3 — A per-employee headline exists, but which features sit in which tier, the add-on modules, or a minimum seat or location count are unpriced or unmentioned.
5 — Per-employee or per-location prices public for the main tiers with the billing period stated, but at least one commonly needed piece (time clock, payroll export, forecasting, terminal hardware) is an unpriced add-on.
8 — Every tier and add-on priced publicly with the per-employee maths, how inactive or seasonal staff are counted, minimum term and VAT treatment stated; only genuinely custom work lacks a number.
10 — Complete price computability: a calculator or table producing the annual invoice for a given headcount, location count and module selection, including hardware, onboarding and renewal terms.
The Shift Manager
Every tier carries a public price per month per location with employee caps — the free Comp plan up to 15 employees, then "$39.99", "$79.99" and "$134.99" — plus priced add-ons including Tip Management at "$49.99 Per month/location" and Payroll at "$39.99 Per month/location" plus "$6/mo per employee paid", with monthly or annual billing and a stated 10% annual saving. What I still cannot compute from the pages: how seasonal or inactive staff are counted, any time-clock terminal hardware price, and the Enterprise discount which is a sales conversation. 2 4 1
The Operations Director
All four tiers carry public per-month-per-location prices with employee caps and every add-on is priced (Tip Management $49.99, Task Management $12.99, Manager Log Book $14.99, Payroll $39.99 plus $6 per employee), annual billing saves 10%, taxes are stated as excluded, and no contract is required. We found no public information on how inactive or seasonal staff are counted, or on pricing for punch-clock terminal hardware. 1 2 4
The Payroll Officer
Every tier and add-on carries a public figure — the Comp plan free up to 15 employees, then $39.99, $79.99 and $134.99 Per month/location up the tiers, Tip Management at $49.99, Task Management at $12.99, Manager Log Book at $14.99, Payroll at $39.99 Per month/location plus $6 per month/employee paid — with monthly or annual billing, 10% off annual, no contracts, and taxes stated as excluded. What no page answers is how inactive or seasonal staff count toward the caps, and there is no calculator that turns headcount and locations into an annual invoice. 1 2 4
The Works Council Advocate
Every main tier carries a public per-month-per-location figure — free Comp for single locations up to 15 employees, $39.99 for up to 30, $79.99 for up to 60, $134.99 for unlimited — and the add-ons are priced: Manager Log Book $14.99, Task Management $12.99, Tip Management $49.99, 7shifts Payroll $39.99 plus $6 per month per employee paid, and $2.99 per onboarding package, with 10% off annual billing, no lock-in contract and taxes stated as excluded. Time clocking is described as included even in the free plan. We found no public information on how inactive or seasonal staff are counted, on clock-in terminal hardware, or on the Enterprise term-agreement discount, and the terms allow fees to rise annually for inflation without notice. 1 2 4 5
The Frontline Employee
The full price list is public: $0 for one location up to 15 employees, then $39.99, $79.99 and $134.99 per month per location, tips at $49.99, tasks at $12.99, the manager log book at $14.99, payroll at +$6/mo per employee paid, taxes stated as excluded, no contracts, and a 10% annual-billing saving. We found no public information on how inactive or seasonal staff are counted or what time-clock hardware costs. 1 2 4
The Skeptic
Every tier carries an exact per-month-per-location price with its employee cap, the add-ons are individually priced, and billing periods, the ten-percent annual discount, automatic renewal and the exclusion of taxes are all public, with the time clock even in the free plan. What a buyer still cannot compute: how inactive or seasonal staff count toward the employee caps, what the time-clock terminal hardware costs, and the end terms of the limited-time three months of payroll free. 2 4 5
European sovereignty — proven facts
2 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | US by default ⚠ unverified | 0/3 pts | 3 Report an error |
| Subprocessors | US CLOUD Act reach ⚠ unverified | 0/2 pts | 3 Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 22 Sep 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. Encrypted backups are kept in Canada, but the policy offers no alternative (e.g. EU) region for primary storage.
- Weak sourcing — Subprocessors. Subprocessors are published only by type and jurisdiction, not by name; marketing-tool providers also sit in Canada/Ireland and backups are Canadian, but hosting, email and payment providers include the USA.
- 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.
- 28 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
- 5 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
- 3 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 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 data 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 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
Sources (6)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.7shifts.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.7shifts.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.7shifts.com Checked 22 Sep 2026 Details →
- 4 Terms of service www.7shifts.com Checked 30 Sep 2026 Details →
- 5 Roster building & demand planning — found from sitemap www.7shifts.com Checked 1 Oct 2026 Details →
- 6 Mobile self-service for deskless staff — found from sitemap www.7shifts.com Checked 1 Oct 2026 Details →