whats-best.ai
Search Sign in

Employee Scheduling

Deputy

Rest of world Report an error

Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: 1 of 4 dimensions proven

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by Deputechnologies Pty Ltd · www.deputy.com

Compare with Planday → Compare with When I Work → Report an error on this page Is this your product? →

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

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.

Report an error

The Payroll Officer

Auto-scheduling, demand forecasting, micro-scheduling and wage-and-labour budgets are named features, and single-location through enterprise and franchise operations are addressed, but the captured pages never say which data source feeds the forecast, and I found no public information on qualifications or staffing requirements per shift. A proposal engine I cannot trace does not earn full demand-driven credit. 1 2

Report an error

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.

Report an error

The Payroll Officer

"Labor Law Compliance" appears in every plan and the pages do name break-planning and fair-workweek compliance, which is more than a bare claim. But I found no public information on rest periods, daily hour maxima, Minijob earnings limits, or night, Sunday and holiday surcharges, and nothing states whether a check blocks publication or only warns — for a German close, nothing here turns a worked hour into a correctly topped-up wage. 1 2

Report an error

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.

Report an error

The Payroll Officer

A mobile app with leave and availability management, shift swap and find-replacement, a messaging news feed, and a time-clock app with biometric clocking are all named. I found no public information on swaps being checked against the rule set before approval, offline clocking or language coverage, so it falls short of the complete shop-floor offer. 1 2

Report an error

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.

Report an error

The Payroll Officer

Custom access levels exist in the Pro plan and there is a privacy centre with GDPR resources and sub-processor change notifications. But biometric time clocking is presented with no statement that it can be switched off, I found no public information on retention or deletion periods for availability and absence data, and no audit log of who viewed an individual's record — thin material for a works agreement. 2 3

Report an error

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.

Report an error

The Payroll Officer

Payroll is sold as its own module — "Available on annual Core and Pro plans in the US. Monthly base and per employee fee varies by business size." — alongside unnamed "Payroll & HR Integrations" and a public API. The captured pages name no payroll system, no POS and no HR system, and I found no public information on wage types per surcharge, a lock step before transmission, or corrections after the month closes; as a handoff story this is a promise, not a design. 1 2

Report an error

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.

Report an error

The Payroll Officer

The contracting entity shown on the captured pages is Deputy Corporation in San Francisco, the vendor is Australian, hosting region is nowhere stated, and no sub-processor is named beyond an option to be notified of changes. A GDPR privacy centre exists, but nothing shows where the employee data lives. 1 2 3

Report an error

Pricing transparency

How this is scored

Whether a buyer can compute the real annual invoice for their headcount and locations — including the time clock, payroll export, forecasting and other modules sold as add-ons — from public pages alone.

0 — No public prices at all; every tier is a sales conversation.

3 — A per-employee headline exists, but which features sit in which tier, the add-on modules, or a minimum seat or location count are unpriced or unmentioned.

5 — Per-employee or per-location prices public for the main tiers with the billing period stated, but at least one commonly needed piece (time clock, payroll export, forecasting, terminal hardware) is an unpriced add-on.

8 — Every tier and add-on priced publicly with the per-employee maths, how inactive or seasonal staff are counted, minimum term and VAT treatment stated; only genuinely custom work lacks a number.

10 — Complete price computability: a calculator or table producing the annual invoice for a given headcount, location count and module selection, including hardware, onboarding and renewal terms.

Report an error

The Payroll Officer

Three tiers carry public per-user prices — Lite at "$5 per user per month (USD excl. all applicable taxes)", then "$6.50" and "$9" — with billing options and a 10% annual discount stated. But the payroll add-on's fee "varies by business size", the Flexi plan is unpriced, Deputy AI is only "INTRODUCTORY FREE", and I found no public information on minimum terms or how inactive and seasonal staff are counted. 1 2

Report an error

European sovereignty — proven facts

1 of 4 dimensions proven

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

Ownership Not determined — uncited Report an error
Data residency Not determined — uncited Report an error
Subprocessors US CLOUD Act reach ⚠ unverified 0/2 pts 2 Report an error

Where this could be wrong

What we left out

A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.

Do you know more about Deputy? Tell us Report an error on this page

Sources (11)

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

  1. 1 Vendor homepage www.deputy.com Checked 22 Sep 2026 Details →
  2. 2 Pricing page www.deputy.com Checked 22 Sep 2026 Details →
  3. 3 Privacy policy privacy.deputy.com Checked 22 Sep 2026 Details →
  4. 4 Terms of service www.deputy.com Checked 22 Sep 2026 Details →
  5. 5 Terms of service www.deputy.com Checked 30 Sep 2026 Details →
  6. 6 Roster building & demand planning — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →
  7. 7 Roster building & demand planning — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →
  8. 8 Working-time law & collective agreements — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →
  9. 9 Mobile self-service for deskless staff — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →
  10. 10 Payroll handoff & integrations — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →
  11. 11 Payroll handoff & integrations — found from sitemap www.deputy.com Checked 1 Oct 2026 Details →