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Employee Scheduling

Agendrix

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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 Agendrix Inc. · www.agendrix.com

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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.

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

Agendrix alternatives, European ones first →

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

The Payroll Officer

Weighted verdict

Turns the worked month into DATEV and answers for every surcharge. Cares about night, Sunday and holiday supplements from the Tarifvertrag, Minijob limits caught before the month closes, and corrections after the close. Treats "CSV export" as an admission that the handoff was never designed.

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

Scored by The Payroll Officer

Panel median The Payroll Officer 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 Payroll Officer
Roster building & demand planning 3 of 5 3 of 5
Working-time law & collective agreements 1.5 of 5 1.5 of 5
Mobile self-service for deskless staff 3 of 5 3 of 5
Works council & employee data 2 of 5 2 of 5
Payroll handoff & integrations 3 of 5 3 of 5
European sovereignty 0 of 5 0 of 5

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 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

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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 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

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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 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

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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 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

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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 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

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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 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

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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 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 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

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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

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 (9)

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

  1. 1 Vendor page www.agendrix.com Checked 13 Oct 2026 Details →
  2. 2 Roster building & demand planning — found from sitemap www.agendrix.com Checked 13 Oct 2026 Details →
  3. 3 Roster building & demand planning — found from sitemap www.agendrix.com Checked 13 Oct 2026 Details →
  4. 4 Working-time law & collective agreements — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
  5. 5 Working-time law & collective agreements — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
  6. 6 Mobile self-service for deskless staff — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
  7. 7 Mobile self-service for deskless staff — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
  8. 8 Payroll handoff & integrations — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →
  9. 9 Payroll handoff & integrations — found from sitemap support.agendrix.com Checked 13 Oct 2026 Details →