Employee Scheduling
Aplano
EU-Made 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 Aplano GmbH · www.aplano.de
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Aplano, a shift planner and time clock for small and mid-sized shift businesses from Aplano GmbH, Berlin, earns persona-weighted totals of 4.0 to 4.8. Strongest are staff self-service and pricing transparency, both at 6: the Android and iOS app covers availability, vacation requests with automatic account adjustment, swaps and open-shift applications under manager confirmation, and clock-in by phone or tablet station, while three tiers carry exact per-employee prices — Core 0,50€, Basic 2€ and Pro 4,50€ pro Mitarbeiter & Monat — with a one-month minimum term, deactivated users not billed and a fourteen-day Pro trial without payment details. Payroll and integrations score lowest at 2–3: the only evidenced path is CSV, PDF, Multi-PDF and Excel exports from the Pro plan, which judges described as a month someone retypes. Roster planning scores 4–6 for rule-based automatic generation from a manually entered staffing requirement; working-time rules and codetermination and privacy score 4 throughout, with geolocation clock-in advertised and no public information on switching it off; sovereignty scores 4–5 with the hosting of employee data publicly unstated. No criterion spans more than two points.
Speaks for it
- The Android and iOS app covers availability with start and end times, vacation requests with automatic account adjustment, shift swaps, open-shift applications, push notifications, team chat and clock-in by phone or tablet station
- Three tiers carry exact per-employee monthly prices — Core 0,50€, Basic 2€ and Pro 4,50€ pro Mitarbeiter & Monat — on a one-month minimum term, with deactivated users not billed
- Automatic scheduling generates a roster from user-defined rules and a staffing-requirement field, with accept, reject or generate-alternative actions
- Break rules and rest periods are named as considered in planning and manageable in the time-tracking settings, with overtime included from the Core tier
- Aplano GmbH in Berlin is the contracting entity, development is stated in Germany, and the privacy policy names its subprocessors
Held against it
- Judges found no public information on a named payroll system, surcharge or wage-type handling, or an API — the month leaves as CSV, PDF, Multi-PDF and Excel exports from the Pro plan
- Geolocation and geofencing clock-in are advertised with no public information on switching them off, and judges found no documentation offered for works-council approval
- Judges found no public information on where the product's employee data is hosted or which provider runs it
- The captured pages give different signals on a free option — the legal notice says scheduling can be created at no cost while the pricing page shows only paid tiers
- No VAT treatment or price for the fingerprint and RFID terminal hardware is shown, and the tier placement of the time clock is not fully shown
Best for
- You run a small shift business and want a low-cost, short-commitment entry — Core is 0,50€ pro Mitarbeiter & Monat on a one-month minimum term, and deactivated users are not billed
- Your staff need to handle availability, vacation requests, swaps and open-shift applications from their own phones with manager confirmation
- You want to compute most of the invoice up front — exact per-employee prices per tier, monthly billing, and a fourteen-day Pro trial without payment details
- Your planner builds weekly rosters from drag-and-drop shift templates and rule-based automatic generation
Avoid if
- You need worked hours to flow directly into payroll — the only evidenced path is CSV, PDF, Multi-PDF and Excel exports from the Pro plan
- Your works council must approve location-based time capture before rollout — geolocation and geofencing clock-in are advertised, and judges found no public information on switching them off or on approval documentation
- You plan against demand data such as POS or footfall, or across several locations — automatic generation runs on a staffing requirement the planner types in by hand
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
Drag-and-drop shift and week templates carry a role, a staffing-requirement field sits in the plan, and the automatic scheduler proposes a roster I can accept, reject or regenerate — that covers a Thursday night. I found no public information on qualifications guarding who lands on which shift, demand forecasting from sales or footfall, planning against a labour budget, or a coverage-gap check before publication. 1 5 6 2
The Operations Director
Templates carry working time and role and drop onto a weekly grid, and a staffing-requirement field feeds a generate function the planner can accept, reject or ask for an alternative on — a genuine proposal, not just a drawing board. But the need is typed in by hand: we found no public information on forecasting from POS, footfall or occupancy, on labour cost shown against budget while planning, on cross-location staff sharing, or on qualifications beyond a role label. 1 2 5 6
The Payroll Officer
Shift and week templates carry working time and role, a staffing-requirement field takes the need per shift, and the planner can generate a roster from defined rules and then accept, reject or have an alternative generated. We found no public information on demand planning from POS, footfall or occupancy figures, on qualifications beyond the role field, on labour cost against budget, or on planning across locations and departments. 1 5 6
The Works Council Advocate
Templates carry a role field and a staffing-requirement number, and a generator proposes a roster the planner can accept, reject or regenerate; but we found no public information on qualifications, multiple locations, coverage-gap warnings, or any demand source such as POS or occupancy feeding the plan. As a works council I also note the automation is advertised for saving planning time, with no statement of which rule drives an assignment. 1 5 6
The Frontline Employee
The planner gets real building blocks: shift templates carrying working time and role, drag-and-drop into the weekly plan, a staffing-requirement field in the shift plan, and a generate button with accept, reject or generate-alternative. But I found no public information on qualifications, planning across several locations, or coverage checks before the plan goes live — and nothing on planning against demand figures or a labour-cost budget. 1 5 6
The Skeptic
Templates carry working time and a role and drop onto a weekly grid, and there is real automatic generation: a staffing-requirement field, user-defined rules, and a proposal you accept, reject or regenerate. But the generation runs on numbers and rules the planner types in — we found no public information on qualifications matrices, multiple locations or departments, coverage gaps shown before publication, or any demand data source such as POS revenue or occupancy, and no labour-cost view against budget. 1 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
Break rules and rest periods are named features that can be configured in the settings, and overtime sits in the Core plan — more than a generic compliance badge. But the captured pages name no ArbZG daily maximum, no eleven-hour rule, no Minijob earnings warning, no youth-protection or collective-agreement surcharges, and I cannot tell whether anything blocks publication or only warns afterwards. 1 2 8 9
The Operations Director
Break rules and rest periods are named as considered in planning and manageable in time-tracking settings, with overtime handled in the entry tier — more than a bare compliance claim. We found no public information on the ArbZG daily maximum, Minijob earnings limits, Tarifvertrag surcharges or time accounts, and nothing stating whether a violation blocks publication or only warns. 1 2 8 9
The Payroll Officer
Break rules and rest periods are named and configurable in settings, and overtime appears as a Core feature, which is more than a generic compliance claim. But we found no public information on the ArbZG daily maximum, an eleven-hour rest check, youth or maternity protection, Minijob earnings limits, or night, Sunday and holiday surcharges from a collective agreement — the surcharge question decides my month, and the pages are silent on it. 1 2 8 9
The Works Council Advocate
Break rules and rest periods are named as configurable settings and overtime is tracked, which is more than a bare compliance claim; but no statute or ArbZG provision is cited, no Minijob or youth-protection check appears, and nothing says whether a violation blocks publication or only warns. Collective-agreement surcharges and works-agreement rule sets are entirely absent from the captured pages. 1 2 8 9
The Frontline Employee
Break rules and rest periods are named, managed in settings and listed with the time clock — that is more than a vague compliance promise. Still, I found no public information on a daily hours maximum, a Minijob earnings warning or collective-agreement surcharges, and the pages don't say whether a broken rule blocks the plan or only warns. 1 8 9
The Skeptic
The pages name Pausenregelungen and Ruhezeiten, break-rule management in settings, and overtime handling, which is more than a bare compliance badge. But no daily maximum is named, no Minijob earnings warning, no Tarifvertrag surcharges, youth protection or works-agreement rules appear anywhere, and nowhere does it say whether a violation blocks publication or merely warns. 1 2 7 8 9
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
My people get an Android and iOS app with availability entry down to start and end times, vacation requests that adjust the account automatically, swaps and open-shift applications with manager confirmation, push on changes, team chat, and clock-in by phone, tablet station or fingerprint/RFID terminal with geofencing. I found no public information on swap approvals being checked against qualifications or rest periods, on offline clock-in, or on language coverage and accessibility. 1 9 10
The Operations Director
The app delivers the full core set and then some: availability entry with start and end times, vacation requests with automatic account adjustment, swap and open-shift applications with manager confirmation, push notifications, team chat, and clock-in by app, phone, tablet station or fingerprint and RFID terminal. We found no public information on a multilingual interface, offline clock-in handling, or swap approvals checked against qualifications and rest periods before confirmation. 1 9 10
The Payroll Officer
The app covers the shop floor: availability entry with start and end times, vacation requests that adjust the vacation account automatically, swaps and applications for open shifts with manager confirmation, push on changes, chat, and clock-in by phone, tablet station or geofencing. We found no public information on swaps being checked against qualifications or rest periods before approval, on offline handling, or on languages beyond German. 1 9 10
The Works Council Advocate
The app gives staff availability entry with start and end times, vacation requests with automatic account adjustment, swaps under manager confirmation, open-shift applications, push notifications, chat and clock-in by phone or tablet station — solid self-service on paper. We found no public information on whether swaps are checked against rest periods or qualifications before approval, on offline handling, or on language coverage, and nothing on employees exporting the data held about them beyond a generic rights list in the privacy policy. 1 9 10
The Frontline Employee
The app delivers my daily basics: availability with start and end times and multi-day spans, vacation requests with automatic account adjustment, shift swaps, applications for open shifts, push on changes, team chat, and clock-in by phone or a shared tablet station — on both app stores. What holds it back for me: every swap waits on a manager's confirmation with nothing about the rules being checked first, and I found no public information on interface languages beyond German or on offline handling. 1 9 10
The Skeptic
A native app in both stores with shift swaps under admin confirmation, open-shift applications, availability entry down to start and end times, vacation requests that adjust the vacation account, push notifications, team chat, and clock-in by phone or tablet station with geolocation. We found no public information on swaps being checked against qualifications or rest periods before approval, offline clock-in handling, or any language coverage beyond the German pages, and self-resolution without a manager is nowhere described. 1 3 9 10
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
Three permission levels, a change log, an external German data-protection officer, a required data-processing agreement and published retention statements (log files after fourteen days) give a works council something to start from. But geolocation clock-in is presented with no statement that it can be switched off or is off by default, and I found no public information on configurable visibility of absence reasons, per-employee data export, or vendor material supporting works-council approval. 1 2 3
The Operations Director
Employee, manager and administrator roles exist, a data-processing agreement is required for app use, and a general deletion-when-no-longer-needed statement is published with a named external data-protection officer. Geolocation and geofencing are marketed as features with no public information on switching them off, and we found nothing on configurable visibility of absence reasons, an audit log of who viewed whose data, or documentation a works council would need. 1 2 3
The Payroll Officer
Three permission types, a change log, a published privacy policy with an external data protection officer and an Article 28 processing agreement give a works council something to start from. We found no public information on configurable visibility of absence reasons, on whether the geolocation time clock can be switched off, on an audit log of who viewed whose data, or on configurable deletion periods for employee records. 1 2 3
The Works Council Advocate
Three permission types, a change log, a mandatory data-processing agreement, a 14-day log deletion and a stated renunciation of automated decision-making are a start, but location-precise time capture via geolocation and geofencing is advertised without a single word about switching it off. We found no public information on who may see absence reasons, on an audit log of who viewed an individual's data, on configurable deletion periods for employee records, or on any documentation offered for works-council approval — I could not co-sign a works agreement on this evidence. 1 2 3 9
The Frontline Employee
There are three permission types, a fourteen-day log retention with a general deletion statement, an external Berlin data-protection officer, and app use is tied to an Article 28 data-processing agreement. But geolocation and fingerprint clock-in are advertised with no public information on switching them off, and I found no public information on hiding absence reasons from colleagues, an audit trail of who viewed whose data, or documentation for works-council approval. 1 2 3
The Skeptic
Three permission types exist in every plan, there is a change log, a 14-day log retention, a general deletion statement, a named external data-protection officer, and app use requires a data-processing agreement. Geolocation tracking is presented with no statement that it can be switched off, and we found no public information on fine-grained visibility of absence reasons or location data, a who-viewed audit log, configurable deletion periods, or any documentation offered for works-council approval. 1 2 3
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
The month leaves the system as CSV, PDF, Multi-PDF or Excel files from the Pro plan plus a CSV employee list — I found no public information on a named payroll system such as DATEV, on surcharge handling, on any POS or HR integration, or on a documented API. That means someone retypes the spreadsheet into Lohn und Gehalt. 2
The Operations Director
Exports to CSV, PDF, Multi-PDF and Excel sit in the top tier, but we found no public information on any named payroll system such as DATEV or LODAS, on surcharge or wage-type handling, or on POS, HR master-data or API connections. The month leaves as a file someone must still fit to payroll themselves. 2
The Payroll Officer
The worked month leaves as a file: evaluations exportable as CSV, PDF, Multi-PDF and Excel in the Pro plan, plus a CSV import and export of the employee list — someone retypes it into payroll, which is what a spreadsheet handoff always was. We found no public information on a named payroll system such as DATEV Lohn und Gehalt, wage types or surcharge mapping, Minijob or retro-correction handling after the close, POS or HR integrations, or an API. 2
The Works Council Advocate
Hours and evaluations leave as CSV, PDF or Excel and the employee list imports and exports as CSV, but we found no public information on any named payroll system such as DATEV, on surcharge or wage-type handling, on POS or HR integrations, or on a documented API. The month is still something someone retypes. 2
The Frontline Employee
Planned hours leave as generic files — exports to CSV, PDF and Excel — and I found no public information on a named payroll system, surcharge or wage-type handling, or any POS, HR or API connection. For someone on hourly pay that reads like my hours being retyped somewhere else before payday. 2
The Skeptic
The only evidenced path is a Pro-tier export in CSV, PDF, Multi-PDF and Excel plus a CSV employee-list import in all plans — no payroll system is named anywhere, and the month is a file someone retypes. We found no public information on surcharge wage types, DATEV or Lohn und Gehalt, POS or HR integrations, or an API. 2
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
Aplano GmbH in Berlin is the contracting entity with a German register number, an external German DPO, and a data-processing agreement required before app use; the privacy policy names its subprocessors, including US-based ones like Mailchimp and Microsoft for marketing and newsletter tasks. I found no public information on where the product's employee data is hosted or which provider runs it — "developed in Germany" says nothing about the servers, and no certification or product-side subprocessor list is published. 3 4 10
The Operations Director
Aplano GmbH in Berlin is the contracting entity, and the privacy policy names its subprocessors with countries and purposes — several of them US companies or US-parented EU entities used for website analytics, newsletter and payments. We found no public information on where the product's own employee data is hosted; "Entwicklung in Deutschland" speaks to development, not data residency, and no hosting provider is named. 3 4
The Payroll Officer
The contracting entity is Aplano GmbH in Berlin with a Hamburg register entry, development in Germany is claimed as a badge, and the privacy policy names subprocessors including Google Ireland, Hotjar in Malta and Stripe in Ireland, but also Microsoft and Mailchimp in the USA for tracking and newsletter purposes. We found no public information on where the product itself — the roster, availability and time data of employees — is hosted or with which data-centre provider. 3 4
The Works Council Advocate
Aplano is a German GmbH with development in Germany and a published privacy policy naming its service providers and an external German data-protection officer. But we found no public information on where the application's employee data — availabilities, absences, stamped times, locations — is actually hosted, and the disclosed chain includes US companies such as Microsoft and Mailchimp for tracking and newsletters, so the sovereignty picture is assumed rather than evidenced. 3 4
The Frontline Employee
Aplano GmbH in Berlin is the contracting entity, development is stated as being in Germany, and the privacy policy names processors — though several are US companies used for newsletter and tracking. I found no public information on where the schedule app's employee data is hosted or which provider runs it, and for my geolocation stamps that is the question that matters most. 3 4
The Skeptic
A German GmbH is the controller and contracting entity, development is claimed in Germany, an external DPO is named, and the privacy policy publishes its processors. But the hosting region for the product itself is never stated, ownership is unknown, and the named chain includes US providers for analytics and newsletter, so EU hosting as standard is not evidenced even though the entity is. 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
All three tiers are priced per employee per month — Core 0,50€, Basic 2€, Pro 4,50€ — with the monthly billing period, a one-month minimum term, deactivated staff not billed, and a fourteen-day Pro trial without payment details. The pricing page is silent on which tier includes the time clock and its fingerprint/RFID hardware and on VAT treatment, so the real annual invoice for a shift business with terminals still needs a conversation. 2 4 9
The Operations Director
All three tiers carry public per-employee monthly prices with the feature list per tier, a one-month minimum term, and the useful rule that deactivated users are not billed. Hardware such as the fingerprint or RFID reader appears without a price, VAT treatment is unstated, and the captured pages give different signals about a free option, so the annual invoice for a mixed headcount with terminals is not fully computable. 1 2
The Payroll Officer
Three tiers are priced publicly per employee per month — Core 0,50€ pro Mitarbeiter & Monat, Basic 2€ pro Mitarbeiter & Monat, Pro 4,50€ pro Mitarbeiter & Monat — with monthly billing, no long-term commitment, deactivated users not billed, and feature lists per tier. The fingerprint and RFID time-clock hardware is shown without a price, and we found no public information on VAT treatment or a minimum seat count. 1 2 4
The Works Council Advocate
All three tiers carry public per-employee monthly prices with a one-month minimum term, deactivated users are not billed, and the trial requires no payment details — a buyer can compute most of the invoice. We found no public information on VAT treatment, on pricing for the terminal hardware with fingerprint or RFID reader, or on which tiers include the time clock. 1 2 9
The Frontline Employee
Three tiers carry exact per-employee prices — Core 0,50€, Basic 2€ and Pro 4,50€ pro Mitarbeiter & Monat — with monthly billing, a one-month minimum term, and the clear rule that deactivated users are not billed, so the monthly invoice is largely computable. But I found no public information on VAT treatment or the price of the fingerprint/RFID terminal hardware, and no public list of what the top tier includes beyond its price. 1 2
The Skeptic
All three tiers are priced per employee per month with the one-month minimum term stated, deactivated employees are not billed, and payment methods and a 14-day Pro trial without payment details are public. The captured pages give different impressions on a free plan — the legal notice says scheduling can be created at no cost while the pricing page shows only paid tiers — and the fingerprint/RFID clock hardware is unpriced, VAT treatment is unstated, and the tier placement of time tracking is not fully shown. 1 2 4 9
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 | Incorporated in DE ⚠ unverified | 3/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | EU only ⚠ unverified | 2/2 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 — Legal entity. The register court (Hamburg) differs from the postal address (Berlin), but both locate the GmbH in Germany.
- Weak sourcing — Subprocessors. Stripe Payments Europe, Ltd. is the Irish contracting entity of US parent Stripe, and no hosting or support provider for the product itself is named in any excerpt.
- 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.
- 27 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
- 7 compliance 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
- 7 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
- 6 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
- 3 hosting 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
- 2 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
- 2 legal 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
- 2 subprocessors 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
Sources (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.aplano.de Checked 22 Sep 2026 Details →
- 2 Pricing page www.aplano.de Checked 22 Sep 2026 Details →
- 3 Privacy policy www.aplano.de Checked 22 Sep 2026 Details →
- 4 Legal notice www.aplano.de Checked 22 Sep 2026 Details →
- 5 Roster building & demand planning — found from sitemap help.aplano.de Checked 1 Oct 2026 Details →
- 6 Roster building & demand planning — found from sitemap help.aplano.de Checked 1 Oct 2026 Details →
- 7 Working-time law & collective agreements — found from sitemap help.aplano.de Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap www.aplano.de Checked 1 Oct 2026 Details →
- 9 Mobile self-service for deskless staff — found from sitemap www.aplano.de Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap www.aplano.de Checked 1 Oct 2026 Details →