Employee Scheduling
Agendrix
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Agendrix Inc. · www.agendrix.com
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Agendrix at a glance
- Vendor
- Agendrix Inc.
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Agendrix 2/5, the mean of 6 judges. Agendrix Inc. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Agendrix Inc. is an employee scheduling product whose bench scores peak on staff self-service at 6-7: iPhone and Android apps deliver availability edits under manager approval, time-off requests, open shifts gated by the requirements a manager sets, push reminders with seen confirmations, and clocking by phone or shared PIN terminal. Roster planning lands at 4-6 for templates, multi-location schedules with per-location management rights, and automatic assignment weighing availability, leaves and overtime — though we found no public information on demand forecasting, staffing requirements per shift or labour cost against budget. Payroll and integrations reaches 5-6 on twelve named Canadian systems plus a custom export mapping earnings codes. The clearest split appears on working-time rules: the works council advocate credits the documented break rules and time banks with a 4, while the frontline employee and shift manager score 2, calling the same pages payroll convenience. Sovereignty and pricing transparency sit at 0-1: no sovereignty attributes are on record, we found no public information on hosting region, contracting entity or subprocessors, and no price appears beyond a named Plus Plan.
Speaks for it
- Staff self-service scores 6-7, covering availability edits under manager approval, time-off requests and open-shift claiming by seniority or first come on iPhone and Android.
- The automatic assignment engine proposes shifts while accounting for availability, leaves and overtime.
- Location handling is stated narrowly: a position snapshot only at the moment of clocking, with geofencing dependent on organisation settings.
- A custom payroll export maps earnings codes for regular hours, overtime, training and tips to twelve named Canadian payroll systems.
- Employees can delete their own submitted availability, and clocking runs by phone, computer or shared PIN terminal.
Held against it
- We found no public information on rest-period, daily-maximum, youth, maternity or Minijob checks, or on collective-agreement surcharges.
- No sovereignty attributes are on record, and we found no public information on hosting region, contracting entity or subprocessors.
- Every named payroll system is Canadian, and we found no public information on a German payroll path such as DATEV.
- We found no public information on demand forecasting, staffing requirements per shift, or labour cost against budget while planning.
- We found no published data-processing agreement, retention periods, audit log or documentation a works council could work from.
Best for
- You run a Canadian SMB already using one of the twelve named payroll systems and want phone-first self-service for a deskless team.
- You want shifts proposed for you, with the assignment engine weighing availability, leaves and overtime before publication.
- You schedule across multiple departments or locations and want per-location management rights with open shifts filled by rule.
Avoid if
- You need statutory working-time checks before publishing a roster; the break automation the pages document serves payroll deduction, and we found no public information on any named statutory check.
- You must be able to demonstrate where employee availability and clock-in locations are hosted before signing; we found no public information on hosting region, contracting entity or subprocessors.
- A works council or data-protection review needs a published data-processing agreement, retention periods or an audit log to proceed.
- Your payroll runs on a German system such as DATEV rather than any of the twelve named Canadian systems or the custom export.
The scores
| Criterion | Panel median |
|---|---|
| Roster building & demand planning | 3 of 5 |
| Working-time law & collective agreements | 1.5 of 5 |
| Mobile self-service for deskless staff | 3 of 5 |
| Works council & employee data | 2 of 5 |
| Payroll handoff & integrations | 3 of 5 |
| European sovereignty | 0 of 5 |
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
Templates, recurrences and copy/paste, multi-department and multi-location schedules with per-location management rights, and self-serve open shifts gated by the requirements I set — filled by seniority or first-come — cover most of Thursday night, and the smart scheduler even proposes assignments accounting for availability, leaves and position while steering toward staff not yet in overtime. But we found no public information on staffing requirements per shift, coverage gaps flagged before publication, forecasting from sales or footfall, or labour cost against budget, so headcount still rests on my instincts rather than demand. 1 2 3
The Operations Director
Templates, recurrences and multi-department, multi-branch schedules with self-serve open shifts are well evidenced, and an automatic assignment engine respects availability, leaves and overtime. But we found no public information on staffing requirements per shift, qualifications, coverage gaps before publication, or any forecast built from POS, footfall or occupancy data; the assignment is called AI-optimised with no documented method, and nothing shows labour cost against budget while planning. 1 2 3
The Payroll Officer
Templates, recurrences, positions, per-department management rights and self-serve open shifts are all documented, and the automatic assignment engine accounts for availability, leaves and overtime avoidance — a genuine proposal the planner can accept or adjust. We found no public information on demand-based planning from a POS, footfall or occupancy source, on staffing requirements per shift, or on labour cost against budget while planning, and the engine is presented as AI with no documented forecasting method behind it. 2 3
The Works Council Advocate
Templates, positions and multiple locations with per-location management rights are documented, open shifts fill by seniority or first come, first served, and an automatic assignment weighs availability and overtime. I found no public information on demand planning from tills, footfall or occupancy, on labour cost against budget while planning, or on coverage checks before publication; the automatic scheduling is presented as AI with the method undocumented, which I read as a warning rather than a feature. 2 3
The Frontline Employee
Templates, drag-and-drop recurrences, multiple departments and locations, open shifts, and an auto-assigner that juggles availability, leaves and overtime give a real proposal rather than just a drawn grid. I found no public information on demand forecasting from sales, footfall or occupancy, staffing headcount per shift, coverage gaps before publication, or labour cost shown against a budget while planning. 2 3
The Skeptic
The pages do show the product proposing a roster rather than only drawing one — automatic assignment weighted toward employees not already in overtime, replacement suggestions, and open shifts that notify only those meeting the requirements you set. But the demand side never appears: no sales, occupancy or footfall input anywhere, and the "AI" turns out to be a photo importer for a paper schedule. Staffing requirements per shift and coverage gaps shown before publication are not evidenced, so this sits mid-scale on the strength of the automatic assignment alone. 2 3
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
Break handling is real and configurable — unpaid-break rules fire automatically after a set number of consecutive hours, planned breaks pull into the timesheet — but it serves payroll deduction rather than legal checking, and the only hours steer is cost-driven priority for employees not working overtime. We found no public information on 11-hour rest periods, daily hour maximums, youth or maternity protection, Minijob limits, or collective-agreement surcharges, so a Saturday-morning compliance scare stays my problem. 3 4 5
The Operations Director
What the pages document is break administration: automatic deduction of unpaid breaks after a set number of consecutive hours, a scheduled-break fallback, and overtime avoidance framed as expense control. We found no public information on rest-period or daily-maximum checks, Minijob limits, Tarifvertrag surcharges, youth protection, or any named statute behind a check. 3 4 5
The Payroll Officer
Automatic break deduction after a set number of consecutive hours, paid and unpaid break settings, and an assignment priority that avoids putting employees into overtime are the only working-time features evidenced — and the overtime one is cost optimisation, not a statutory check. We found no public information on the ArbZG daily maximum, the 11-hour rest period, Minijob earnings limits, youth or maternity protection, or Tarifvertrag surcharges; every payroll system named is Canadian and no German rule set is described. 3 4 9
The Works Council Advocate
The captured pages document concrete break machinery — paid and unpaid break rules, automatic deduction after a set number of consecutive hours — plus time banks for overtime and an assignment that prioritises employees not working overtime, which is more than a generic warning. I found no public information on rest periods, daily-hour maximums, youth or maternity protection, Minijob limits, or collective-agreement and works-agreement rules, which is what a German roster would be judged on. 1 3 4
The Frontline Employee
What exists is payroll convenience, not law: breaks deduct automatically after a set number of consecutive hours, and the assigner prefers employees who are not working overtime to save money. I found no public information on rest periods, daily hour limits, youth or maternity protection, Minijob-style earnings limits, collective-agreement surcharges, or any named working-time rule being checked, warned about or blocked. 3 4
The Skeptic
What I can actually see is configurable break automation — an unpaid break deducted after a set number of consecutive hours, and a scheduled break pulled in if the employee didn't clock all of it — plus a preference for assigning shifts to employees not working overtime. No page names the German daily maximum, the eleven-hour rest period, youth or maternity limits, or a Minijob earnings limit, and nothing says whether any check blocks publication or merely warns; I found no public information on Tarifvertrag surcharges or works-agreement rule sets. 3 4
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
On iPhone and Android my crew gets availability entry with manager approval, time-off requests, open-shift claiming, push notifications with seen confirmations, clock-in by phone or PIN terminal with a note for the manager, and in-app chat rooms that keep shift talk out of private messengers. Open shifts only notify people who meet the requirements I set, which stops the wrong person landing on the till. Clocking needs an internet connection, and we found no public information on offline handling, a multilingual interface, or swap flows resolved under the rules without me. 2 5 6 7
The Operations Director
The phone app covers availability with manager approval, time-off requests, self-serve open shifts filled by seniority or first-come, mobile and terminal clocking with a note to the manager, push notifications with seen confirmations, and in-app chat rooms. Shift-to-shift swap requests, offline clocking (internet access is listed as a requirement) and a stated language or accessibility scope for the interface were not found in the captures. 1 2 6 7
The Payroll Officer
The mobile app gives the shop floor availability entry with manager approval, time-off requests, open-shift claiming by seniority or first come, push notifications with seen confirmations, and clocking by phone or shared PIN terminal with geofencing, notes and a personal timesheet view. Clocking explicitly requires internet access, so we found no public information on offline handling, and likewise on rule-checked swap approval, declared interface languages, or employees seeing and exporting the data held about them. 2 5 6 7
The Works Council Advocate
The floor-level app is real: schedules on the phone, availability entry with manager approval, time-off requests, open-shift volunteering, and clock-in by phone or PIN terminal, with in-house messaging that keeps shift talk out of private messengers. I found no public information on offline clocking — internet access is listed among the requirements — on a documented employee-to-employee swap flow, or on the interface's language coverage. 1 2 6 7
The Frontline Employee
This is the app I would actually keep on my phone: schedule on iPhone or Android, availability edits with manager approval, time-off requests, open shifts gated by the requirements the manager set, push reminders with seen confirmations, clock-in on my phone or a shared PIN terminal, and my hours in the Timesheets menu. I found no public information on an employee-initiated shift-swap flow, stated language or accessibility coverage, or offline use — the clocking help says internet access is required. 2 5 6 7
The Skeptic
The shop-floor side is real: an app for iPhone and Android with availability entry under manager approval, absence requests, open-shift volunteering by seniority or first come, push notifications with seen confirmations, clock-in by phone or PIN terminal, and a note to the manager at the clock. Open shifts are gated by the requirements you set, which is rule-checked claiming. However, mobile clocking is documented as requiring internet access, and I found no public information on offline handling, a multilingual interface, or an employee-to-employee swap flow resolved under the rule set. 1 2 6 7
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
The location story is unusually clear for a works council: a position snapshot is taken only at the moment of clocking — never continuous GPS — geofencing depends on organisation settings, and phone clocking stays off until a manager enables it, with management rights settable per department or location. Beyond that we found no published data-processing agreement, retention or deletion periods for employee records, an audit log of who viewed whose data, or vendor documentation supporting works-council approval. 2 6 7
The Operations Director
The location handling is a genuine plus: a snapshot only at the clock-in moment, no continuous GPS follow, geofencing switchable per organisation, and employees can delete their own availability. Beyond per-location management rights, we found no public information on visibility controls for absence reasons, an audit log, retention or deletion periods, a published data-processing agreement, or documentation for a works council. 2 6 7
The Payroll Officer
Location handling is stated narrowly — a position snapshot only at the moment of clocking, with geofencing dependent on organisation settings — and management rights can be differentiated per department and location, with employees able to delete their submitted availability. We found no public information on a data-processing agreement, retention or deletion periods for employee records, an audit log of who viewed or changed whose data, or documentation a works council could work from. 2 6 7
The Works Council Advocate
Two points I can build on: the captured pages state plainly that the position is snapshotted only at the moment of clocking — never followed — with the geofence dependent on organisation settings, and employees can delete availability they have submitted. Beyond that I found no public information on a data-processing agreement, retention or deletion periods for employee records, visibility of absence reasons, an audit log, or vendor documentation for works-council approval, which leaves a works agreement with little to negotiate over. 2 6 7
The Frontline Employee
The location handling is unusually honest for an employee: geofencing is optional depending on organisation settings, and the vendor says it takes a snapshot of position only at the exact clocking moment. Beyond deleting my own availability submission, I found no public information on configurable visibility of absence reasons, an audit log of who viewed my data, retention periods, a published data-processing agreement, or anything a works council could use for approval. 6 7
The Skeptic
The one bright spot is that location is taken as a snapshot at the precise clocking moment — "we never follow your GPS position" — and employees can delete their submitted availability themselves; management rights are configurable per department, branch or location. Beyond that the pages are silent: no published data-processing agreement, no retention or deletion statement for employee records, no audit log of who viewed or changed an individual's data, and nothing a works council could use as the basis for a works agreement. 2 6 7
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
Timesheets export to a long list of named payroll systems — ADP Workforce Now, Ceridian PowerPay, Payworks, Sage50, QuickBooks Online among them — and a documented custom export maps earnings codes for regular and overtime hours, training, tips, premiums and time-off types, with an API developer portal published. Hours, absences and surcharges are all covered. But every named payroll system is Canadian, and we found no public information on DATEV or Lohn und Gehalt, on a POS integration, or on a lock step before transmission. 1 3 8 9
The Operations Director
A dozen named payroll systems plus a documented custom export with regular and overtime earnings codes, training codes, a tip code, premiums and time-off mappings, and a public API developer portal make a real handoff. But every named payroll system is Canadian, so a European tax adviser is left with the configurable file, and we found no public information on a lock step before transmission, POS integrations feeding forecasting, or an HR master-data sync. 1 3 8 9
The Payroll Officer
A dozen named payroll systems are supported, plus a documented custom export with earnings codes for regular and overtime hours, training and tips, and code mappings for premiums, time off types, positions and expense types — genuine wage-type mapping. That said, choosing your own delimiter (comma, semicolon, vertical bar, colon) reads like fitting the worked month into whatever the receiver parses. We found no public information on a lock step before transmission, POS or external HR master-data integrations, retro corrections after the close, scoped tax-adviser access, a DATEV or Lohn und Gehalt path, or API versioning and webhooks; the named systems are all Canadian. 1 3 8 9
The Works Council Advocate
Timesheets can be signed in the app and then exported to a long list of named payroll systems or through a custom export carrying earnings codes for regular hours, overtime, training and tips, with mappings for time-off types and premiums. All named payroll systems are Canadian; I found no public information on a DATEV, Lohn und Gehalt or other German payroll connection, on a POS integration, or on what the API developer portal actually exposes. 3 8 9
The Frontline Employee
Hours, absences, premiums and tips flow to a long list of named Canadian payroll systems, with a custom export that maps earnings codes per wage type and even tips. I found no public information on POS or HR master-data integrations, a lock step before transmission, or a German payroll path such as DATEV; an API developer portal is published. 1 3 8 9
The Skeptic
Twelve named payroll systems are documented, alongside a custom export with company number, earnings codes for regular and overtime hours, and per-premium and time-off-type mappings — so the month does not leave as a blind retyped spreadsheet. But every named system is Canadian, and I found no public information on DATEV or any German payroll target, on a lock step before transmission, or on a POS integration feeding the numbers; an API developer portal exists, which is more than most. For a German operator this lands at a documented export plus named foreign integrations. 1 3 8 9
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 vendor is Agendrix Inc. with an all-Canadian payroll catalogue and bilingual English/French support, and the sovereignty record shows nothing on file. We found no public information on hosting region, an EU contracting entity, or any subprocessor list, so availability, absence and clock-in location data about staff who never chose this vendor would sit somewhere undocumented rather than demonstrably in Europe. 1 9
The Operations Director
No sovereignty attributes are on record, and the captured pages present an entirely Canadian-market product with nothing on hosting region, contracting-entity jurisdiction or any subprocessor. For a tool holding availability, absence and clock-in location data on employees, that is the weakest picture this criterion allows. 1 9
The Payroll Officer
The captured pages place the product squarely in the Canadian market — Canadian payroll systems and bilingual support — and we found no public information on hosting region, an EU contracting entity, certification, or a single named subprocessor. For a tool holding availability, absences and clock-in snapshots of employees, where that data is processed is undocumented, and no EU hosting claim appears to offset it. 1 9
The Works Council Advocate
The vendor presents itself squarely as Canadian — bilingual support and integration with "all leading Canadian payroll software" — and there are no sovereignty attributes on record: I found no public information on the hosting region, an EU contracting entity, or any subprocessor. For a system that records employees' positions at the clock and their availability in the app, that leaves nothing for a co-determined, sovereign introduction. 1 9
The Frontline Employee
I found no public information on where my availability and clock-in snapshots are hosted, which entity I am contracted with, or which subprocessors sit behind the messaging and push notifications. The payroll pages are aimed squarely at Canadian software, and nothing published indicates EU hosting or an EU contracting entity. 1 9
The Skeptic
The vendor is Agendrix Inc. operating an entirely Canadian payroll ecosystem, and the record carries no sovereignty attributes at all. I found no public information on hosting region, on any EU contracting entity, or on a single named subprocessor — for a tool holding availability, timesheets and clock-in location data about employees who never chose this vendor, that is the bottom of the scale by definition. 1 9
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 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
A Plus Plan is named in a support article and a free trial and demo are offered, but we found no public prices in the captured pages: no per-employee or per-location figure, no tier contents, no billing period, and no price for the punch clock, the expense add-on or the payroll export. Computing a real annual invoice for my headcount from public pages alone is not possible. 4 9
The Operations Director
A free trial and one named plan tier (the Plus Plan, which includes automatic break rules) are all the captures show. We found no public price for any tier, add-on or headcount, so no annual invoice can even be estimated from these pages. 3 4
The Payroll Officer
A "Plus Plan" is named in a help article about automatic break rules, but we found no public information on any price — no per-employee rate, billing period, module or add-on pricing. The pages offer a free trial and a demo booking, so the annual invoice for a given headcount cannot be computed from public pages. 3 4
The Works Council Advocate
I found no public information on prices anywhere in the captures: a Plus Plan is named as the home of automatic break rules, and a free trial and a demo are offered, but no per-employee figure, billing period or module price appears. A buyer cannot compute any annual invoice from this. 4
The Frontline Employee
A free trial is offered and a Plus plan is named, but the captured pages show no per-employee price, no billing period, and no figure for the expense add-on. A manager cannot compute the real annual invoice from what is public. 4 9
The Skeptic
Not one number is public. A Plus plan is named as the tier gating automatic break rules, and a free trial and demo are offered, but no per-employee price, no tier feature breakdown, no price for the Expense add-on or clock terminals, and no statement of how seasonal or inactive staff are counted appear anywhere I can see. The only figures on the pages are marketing savings claims, so the real annual invoice is a sales conversation. 1 4
Questions about Agendrix
Is Agendrix European?
Not determined: the vendor’s pages as captured do not say where Agendrix is based.
Where does Agendrix store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Agendrix have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Agendrix?
As of 21 Oct 2026, the panel rates Bizimply (3/5), gastromatic (3/5) and Shiftbase (3/5) highest among the other 25 Employee Scheduling 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 gastromatic (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Agendrix alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- 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.
- 5 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
- 3 pricing 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 hosting 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
- 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 (9)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.agendrix.com Checked 13 Oct 2026 Details →
- 2 Roster building & demand planning — found from sitemap www.agendrix.com Checked 13 Oct 2026 Details →
- 3 Roster building & demand planning — found from sitemap www.agendrix.com Checked 13 Oct 2026 Details →
- 4 Working-time law & collective agreements — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
- 5 Working-time law & collective agreements — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
- 6 Mobile self-service for deskless staff — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
- 7 Mobile self-service for deskless staff — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
- 8 Payroll handoff & integrations — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
- 9 Payroll handoff & integrations — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →