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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 Shift Manager

Weighted verdict

Builds next week's roster for a restaurant or store on Thursday night and fields the sick calls on Saturday morning. Wants templates, qualifications that stop the wrong person landing on the till, open shifts staff can claim, and a rest period warning before publication rather than after the inspection.

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

Scored by The Shift Manager

Panel median The Shift Manager 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 Shift Manager
Roster building & demand planning 3 of 5 2.5 of 5
Working-time law & collective agreements 1.5 of 5 1 of 5
Mobile self-service for deskless staff 3 of 5 3.5 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 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

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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 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

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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 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

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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 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

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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 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

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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 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

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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 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

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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 →