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Employee Scheduling

7shifts

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Panel 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 Works Council Advocate

Weighted verdict

Co-determines how hours and overtime are distributed and how staff are monitored (BetrVG §87), and will not sign a works agreement for a system that watches more than it plans. Asks who sees absence reasons, what the app stores about location, what is logged and when it is deleted. Reads "performance insights" as a warning.

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

Scored by The Works Council Advocate

Roster building & demand planning

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.

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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

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Working-time law & collective agreements

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.

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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

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Mobile self-service for deskless staff

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.

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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

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Works council & employee data

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.

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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

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Payroll handoff & integrations

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.

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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

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European sovereignty

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.

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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

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Pricing transparency

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.

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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

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European sovereignty — proven facts

2 of 4 dimensions proven

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

Ownership Not determined — uncited Report an error
Data residency 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

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 (6)

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

  1. 1 Vendor homepage www.7shifts.com Checked 22 Sep 2026 Details →
  2. 2 Pricing page www.7shifts.com Checked 22 Sep 2026 Details →
  3. 3 Privacy policy www.7shifts.com Checked 22 Sep 2026 Details →
  4. 4 Terms of service www.7shifts.com Checked 30 Sep 2026 Details →
  5. 5 Roster building & demand planning — found from sitemap www.7shifts.com Checked 1 Oct 2026 Details →
  6. 6 Mobile self-service for deskless staff — found from sitemap www.7shifts.com Checked 1 Oct 2026 Details →