Employee Scheduling
e2n
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by E2N GmbH · e2n.de
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e2n at a glance
- Vendor
- E2N GmbH
- 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 e2n 2.5/5, the mean of 6 judges. e2n is employee scheduling, time recording and payroll preparation from E2N GmbH of Würzburg, built for German hospitality. 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
e2n is employee scheduling, time recording and payroll preparation from E2N GmbH of Würzburg, built for German hospitality. Its strongest area is payroll and integrations, which scored a uniform 7: the handoffs to DATEV Lohn&Gehalt and zeit-lohn.net are documented in depth, with a month-end lock that checks conflicts and blocks later corrections, wage types mapped per surcharge including tax-free portions, and advances, short-time work and cost centres handled. Staff self-service follows at 5-6, roster planning at 4-5, and working time rules at 4-6 — the payroll officer credits the tariff-grade surcharge engine more than colleagues do — while we found no public information on rest periods, daily-hour caps or Minijob limits. The weakest scores are codetermination and privacy at 2-3 and sovereignty at 1-2, where the sovereignty attributes on record mark legal jurisdiction, ownership, data residency and subprocessor exposure as unknown. The flagged splits came back empty, and no prices appear on the captured pages.
Speaks for it
- Payroll handoff to two named destinations — DATEV Lohn&Gehalt and zeit-lohn.net — with wage types mapped per surcharge including tax-free and taxable portions.
- The month-end lock checks for conflicts, blocks later corrections, and keeps every export file in a history.
- Collective-agreement surcharges for night, Sunday and holiday work are modelled with configurable surcharge groups, a per-account Tarifvertrag and a test view showing time in surcharge and amount.
- One app — e2n me — carries the roster, the working-time account, absence requests, swap requests and open-shift claiming, with swaps configurable to resolve first-come-first-serve without a manager.
Held against it
- Swap matching surfaces only colleagues with no shift and no absence — we found no public information on qualification or rest checks before a takeover.
- We found no public information on working-time-law checks such as the eleven-hour rest period, daily-hour caps, breaks or Minijob earnings limits.
- Assigning staff stays with the planner, the target revenue is typed in by hand, and we found no public information on automatic roster proposals or a POS feed.
- The sovereignty attributes on record mark legal jurisdiction, ownership, data residency and subprocessor exposure as unknown, and we found no public information on a data-processing agreement.
- We found no public information on retention, audit logs, visibility of absence reasons or documentation a works council could build on.
Best for
- You run German hospitality shifts and hand payroll to DATEV Lohn&Gehalt or zeit-lohn.net.
- Your staff need to swap shifts and claim open shifts from their phones, with swaps allowed to run first-come-first-serve without a manager.
- You pay collective-agreement night, Sunday and holiday surcharges that must map to wage types split into tax-free and taxable portions.
- You want template-based planning in which your planner sets the target revenue and assigns the staff.
Avoid if
- You must correct working times after the month has been closed — the month-end lock blocks later corrections.
- You need qualification or rest checks before a shift swap — matching only shows colleagues with no shift and no absence.
- You expect the system to propose rosters or forecast demand from POS or booking data — the documented workflow leaves assigning to the planner.
The scores
| Criterion | Panel median |
|---|---|
| Roster building & demand planning | 2.5 of 5 |
| Working-time law & collective agreements | 2 of 5 |
| Mobile self-service for deskless staff | 3 of 5 |
| Works council & employee data | 1.5 of 5 |
| Payroll handoff & integrations | 3.5 of 5 |
| European sovereignty | 1 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 keyed to a target revenue, per-shift headcount, work areas and open shifts give me a real Thursday-night workflow, and revenue-based templates point toward demand-aware planning. But the planner does all the assigning — we found no public information on automatic roster proposals, qualification checks, coverage-gap display before publication, or labour cost against budget, and swap matching looks only at who has no shift or absence rather than qualifications. That last gap is exactly how the wrong person lands on my till. 1 2 6 7
The Operations Director
Templates carry a planner-entered target revenue and insert per day with staffing counts and work areas, and open shifts reach available staff as a newsfeed; but the revenue figure is typed by hand rather than forecast from a POS or occupancy source, and we found no public information on labour cost shown against budget while planning, automatic roster proposals, cross-location staff sharing, qualification requirements, or coverage gaps flagged before publication. That is a solid template-and-grid operation, not demand-based planning. 1 2 6
The Payroll Officer
Revenue-based duty-plan templates with a target revenue, staffing counts per shift, open shifts and per-work-area organisation give the planner real scaffolding, released to the employee app with a visible signal. I found no public information on qualifications, coverage gaps before release, or automatic roster proposals — the target revenue is typed in by hand rather than fed from a POS or booking source. Planning stays the planner's craft, with the system holding the bones. 1 2
The Works Council Advocate
Revenue-based duty-plan templates with a target turnover, a per-shift headcount, work areas and an open-shift newsfeed are documented, and staff see shifts only after the plan is deliberately released. We found no public information on qualifications, coverage-gap checks before publication, or any roster the system proposes itself — assembling and checking the plan stays with the planner. 1 2 6
The Frontline Employee
Rosters are drawn by hand from templates that carry a target revenue, a staffing count and work areas — the revenue-flavoured template is a decent nod to busy Saturdays, but the rest is the planner's memory. I found no public information on qualifications, coverage warnings before the plan is released, or the product proposing a roster itself. 1 2
The Skeptic
Templates carry a planner-typed target revenue figure and every shift declares how many employees it needs, with work areas, per-day insertion and open shifts shown to available staff. But the revenue is entered by hand rather than fed from a POS or occupancy source, and we found no public information on qualifications, coverage-gap warnings before release, or any automatic roster proposal — the planner still draws the plan by hand. 1 2
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
The collective-agreement side is real: a Tarifvertrag per account, standard surcharge calculation per own definition or Manteltarifvertrag, night/Sunday/holiday windows with wage types, and time accounts are documented. But we found no public information on ArbZG checks — the 11-hour rest period, daily maximum, breaks — no Minijob earnings warning, no youth-protection limits, and nothing saying whether any check blocks publication or only warns. I get the surcharges after the fact, and the rest-period warning I need before the inspection is nowhere in these pages. 3 4 5 6
The Operations Director
The pay side of the rules is genuinely modelled — night (20:00–06:00), Sunday and holiday surcharges grouped into configurable surcharge groups, a collective agreement stored per account, time accounts and short-time work exportable — and only an Administrator may store the agreement. The working-time side is another story: we found no public information on any ArbZG check for daily hours, the 11-hour rest period, break enforcement, a Minijob earnings warning, or youth-protection limits, and nothing saying whether a violation would block or merely warn. 3 4 7
The Payroll Officer
The surcharge engine is genuinely serious: a Tarifvertrag can be stored per account, night, Sunday and holiday surcharges are grouped and assigned per employee or surcharge group, split into tax-free and taxable portions mapped to wage types, with a test view showing time in surcharge and amount before the month moves on. I found no public information on ArbZG checks — daily maximum, 11-hour rest, breaks — or on a Minijob earnings limit caught before close; the only break handling documented is an export assumption that an automatic break sits mid-shift. The money side is tariff-grade; the guarding rules are undocumented. 3 4 7 8
The Works Council Advocate
Collective-agreement storage with configurable night, Sunday and holiday surcharge groups, tax-free portions and working-time accounts is documented in real detail. But we found no public information on rest-period or daily-hours checks, on youth or maternity protection in planning, or on a Minijob earnings warning — I cannot tell from these pages whether a violation warns, blocks, or is simply left to the payroll export. 3 4 5 7
The Frontline Employee
Night (20:00 to 06:00), Sunday and holiday surcharges with tax-free and taxable splits, plus a collective agreement stored per account, are all properly documented — that side is real. But I found no public information on rest periods, daily hour caps, break rules, youth protection or Minijob limits, which are the rules that protect someone stacking a double before an early lecture. 3 4 7
The Skeptic
Collective-agreement surcharges are genuinely modelled — night, Sunday and holiday with tax-free and taxable portions mapped to wage types, a selectable Tarifvertrag, time accounts — but we found no public information on any Arbeitszeitgesetz check: no daily maximum, no eleven-hour rest period, no Minijob earnings limit, no youth or maternity protection. The rule knowledge on display prices hours for payroll, and the pages do not state whether a working-time violation would be blocked, warned about, or merely exported. 3 4 5
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
The app covers my Saturday-morning reality: absence requests, swap requests that can resolve first-come-first-serve without a manager, open-shift claiming with takeover notifications, and the working-time account on the phone. We found no public information on availability entry, clock-in from the app, offline handling or language coverage, and the colleague matching for swaps checks only who has no shift or absence — not qualifications or rest — so the risk check lands back on me. 5 6
The Operations Director
One app covers the core floor loop — absence requests, open-shift claiming, swap requests with colleague matching, and a notification when someone takes your shift — and swaps can be configured to resolve first-come-first-serve without a manager, which is exactly how a bar team behaves. Colleague matching checks only existing shifts and absences though, and we found no public information on availability entry, clock-in by app, offline handling, language coverage or shared devices. 5 6
The Payroll Officer
One app carries the day, calendar, working times and absences; absence requests go in directly, swaps can run first-come-first-serve without a manager, the app names which colleagues could cover, and employees are told when their shift is taken over. I found no public information on availability entry, clocking in by app or shared terminal, offline handling, or languages beyond German. The manager-free swap flow is real deskless design; the rest stops short. 5 6
The Works Council Advocate
One app carries the roster, the working-time account with stamp history, absence requests, swap requests and open-shift claiming, with notifications when a shift is taken over; swaps can run first-come-first-serve without a manager. The matching shows only colleagues with no shift and no absence — we found no public information on rest or qualification checks before a takeover, on clock-in and offline handling, on languages, or on staff exporting the data held about them. 5 6
The Frontline Employee
This is the part I'd live in: absence requests, offering my shift with the app naming which colleagues could take it, open shifts in a newsfeed, a notification when someone takes over, and swaps that can run first-come-first-serve without chasing a manager. I found no public information on entering my own availability, clocking in from the phone, or any interface language beyond German, which keeps it shy of the best out there. 5 6
The Skeptic
The single app delivers the deskless core: absence requests with a history list, swap requests with colleague matching, open-shift takeover, notifications, and swaps that can resolve first-come-first-serve without a manager. The colleague matching only checks for the absence of other shifts and absences; we found no public information on rest-period or qualification checks before a takeover, nor on availability entry, clock-in method, offline handling or languages. 5 6
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
Basic role separation exists — an Administrator right to store a Tarifvertrag, template-editing permissions, and invitation emails that expire for security reasons. But we found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed an employee's data, retention or deletion periods, a published data-processing agreement, or documentation to take to a works council — and nothing at all about tracking functions one way or the other. 2 4 5
The Operations Director
The only role evidence we found is an Administrator permission and a per-user right to edit templates; we found no public information on configurable visibility of absence reasons, what is logged, retention or deletion of employee records, optional tracking, or any documentation a works council could work from for approval. For a tool holding absence and availability data across sites, that is thin. 2 4
The Payroll Officer
What is visible is a rights model — storing a Tarifvertrag needs the Administrator permission, editing templates its own right — and swap matching that surfaces which colleagues carry no shifts and no absences. I found no public information on configurable visibility of absence reasons, an audit log, retention or deletion periods, a published data-processing agreement, or anything a works council could work from. As it stands I could not draft a works agreement from public pages. 2 4 6
The Works Council Advocate
The captured pages evidence a rights model — Administrator permission to store a collective agreement, edit rights for templates — and expiring invitation links, and that is all. We found no public information on who may see absence reasons, on location or activity logging, on retention and deletion of employee records, or on documentation for works-council approval, so a works agreement has nothing to build on. 2 4 5
The Frontline Employee
The captured pages mention an Administrator permission and invitation links that expire for security reasons, but I found no public information on who can see absence reasons, what is logged, how long employee records are kept, or a data processing agreement. A works council asked to approve this would be guessing. 2 4 5
The Skeptic
Named permissions exist — Administrator is required to store a collective agreement, and template editing needs its own right — but that is the whole of the co-determination story we can see. We found no public information on configurable visibility of absence reasons, on GPS or location tracking and whether it can be switched off, on retention or deletion of employee records, on an audit log, or on documentation a works council could use. 2 4
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
Two named payroll targets — DATEV Lohn&Gehalt and zeit-lohn.net — with a monthly lock that checks conflicts before transmission, wage types mapped per surcharge including the tax-free portion, master-data transfer to DATEV, cost centres, advances and Kurzarbeit handling is a handoff built for a German shift business. What keeps it from the top band: we found no public information on a POS or HR-system integration, a documented API, or how retro corrections run once the month is locked shut. 3 7 8
The Operations Director
The DATEV Lohn und Gehalt handoff is the strongest part of the product: a monthly lock that checks for conflicts and blocks later corrections, wage types mapped per surcharge with tax-free and taxable portions, cost centres per work area, advances, short-time work and a capped time-account payout, plus a second named payroll target in zeit-lohn.net and a master-data transfer into DATEV. We found no public information on a documented API, and no POS integration is described anywhere — which also starves the forecasting story. 3 7 8
The Payroll Officer
This is the part I judge hardest: DATEV Lohn und Gehalt and zeit-lohn.net are named destinations, the month closes behind a lock that checks conflicts and stops later corrections, first or second payroll run can be chosen, master data travels via the Personalfragebogen export, and advances, short-time work, cost-centre splits and stored export history are all documented. Wage types are mapped per surcharge with tax-free and taxable parts, the proposed numbers changeable and the payroll office sovereign over them. I found no public information on a documented API, a POS or HR-system connection beyond the payroll handoff, or how a retro correction travels once the month is locked — the lock prevents it rather than describing a path. 3 7 8
The Works Council Advocate
Two named payroll destinations are documented in depth — DATEV Lohn und Gehalt and zeit-lohn.net — with a monthly lock that checks conflicts and blocks later corrections, wage types mapped per surcharge including tax-free portions, master-data transfer, advances, cost centres and short-time work. We found no public information on a POS or HR-system integration or on a documented API. 3 7 8
The Frontline Employee
The handoff is genuinely worked out: DATEV Lohn&Gehalt and zeit-lohn.net are both named, each surcharge maps to wage types split into tax-free and taxable parts, and a month-end lock blocks retro corrections, with short-time work, advances and cost centres handled too. I found no public information on a POS or HR-system connection or a documented API. 3 7 8
The Skeptic
Two named payroll targets — DATEV Lohn&Gehalt and zeit-lohn.net — with a month-end lock that checks conflicts and prevents later corrections, surcharges mapped to wage types with tax-free portions, short-time work, advances, cost centres and an export history. Master data travels as a manually imported Personalfragebogen file rather than a maintained sync, and we found no public information on a POS or HR integration or a documented API. 3 7 8
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 a German company in Würzburg, which puts the contracting entity on the right side of the border. Beyond that we found no public information on the hosting region or data-centre provider, the subprocessor chain behind push and messaging, certification, or a data-processing agreement — thin cover for an app holding absence and shift data on my staff's personal phones. 1 7
The Operations Director
The vendor presents as a German company in Würzburg, but we found no public information on the contracting entity's terms, the hosting region, a subprocessor list, or a data-processing agreement covering the employee data the app collects on personal devices. A scheduling tool holds availability and absence details about people who never chose the vendor, so I weight that silence heavily. 5 6
The Payroll Officer
The vendor's seat is on record — E2N GmbH in Würzburg — but I found no public information on where employee data is hosted, on ownership, or on a single named subprocessor, nor on a data-processing agreement covering the employee app on personal devices. For a system holding illness, absence and working-time data about people who never chose it, almost everything that matters here is dark. 5 7
The Works Council Advocate
The vendor is a German company building for German hospitality, and beyond that nothing is established. We found no public information on the hosting region, ownership or a single subprocessor — thin comfort when the app sits on employees' personal devices and holds their absences. 5
The Frontline Employee
The company behind it is a German GmbH in Würzburg, which is a start, and the whole product is built around German payroll. But I found no public information on where my hours and absences are hosted or which subprocessors — push notifications, analytics, support — ever touch them. 7
The Skeptic
The independently sourced sovereignty attributes mark the legal jurisdiction, ownership, data residency and subprocessor exposure all as unknown, even though provenance names a German GmbH in Würzburg. For a product holding absence, working-time and payroll-boundary data about employees, we found no public information on where that data is hosted, a data-processing agreement, or the subprocessor chain behind push notifications and app delivery. 5 7
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
We found no public information on prices at all — nothing on tiers, per-employee rates, billing period, minimum terms, or how the time-clock, app and payroll modules are charged. I cannot put even a rough annual invoice for my headcount in front of my boss from these pages. 1 5
The Operations Director
None of the captured pages carries a price of any kind — no per-employee rate, no tier structure, no module or add-on costs, nothing on minimum terms or VAT. An operator with thirty locations cannot begin to estimate an invoice from public information. 1 7
The Payroll Officer
I found no public information on prices anywhere in the captured pages — no per-employee figure, no tiers, no billing period, no add-on with or without a number. A buyer cannot compute any part of the annual invoice from what is published. 1 7
The Works Council Advocate
We found no public information on prices, tiers, seat or location minimums or add-on modules anywhere in the captured pages. Without even a per-employee figure, no annual invoice can be estimated from public material. 1
The Frontline Employee
I found no public information on prices, tiers, per-employee rates or add-on modules in any of the captured help pages. A buyer could not begin to compute the annual invoice from what is published. 1
The Skeptic
The captured pages explain how plans, surcharges and payroll exports work in detail, but we found no public information on any price — no tier names, no per-employee or per-location rate, no billing period, and no statement of how modules such as the payroll export or the employee app are charged. A buyer cannot compute even a rough annual invoice from what is published here. 1
European sovereignty — proven facts
0 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 | Not determined | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about e2n
Is e2n European?
Yes. whats-best.ai classifies e2n as EU-Made.
Where does e2n store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does e2n have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to e2n?
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: e2n 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.
- We found no public information on pricing on the pages we read (hilfe.e2n.de/dienstplan-schreiben, hilfe.e2n.de/schichtvorlagen-umsatzgest%C3%BCtzt, hilfe.e2n.de/zuschlagseinstellungen, hilfe.e2n.de/tarifvertrag-einstellen, hilfe.e2n.de/e2n-me-app, hilfe.e2n.de/e2n-perso-schichten-tauschen and 2 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- We found no public information on compliance on the pages we read (hilfe.e2n.de/dienstplan-schreiben, hilfe.e2n.de/schichtvorlagen-umsatzgest%C3%BCtzt, hilfe.e2n.de/zuschlagseinstellungen, hilfe.e2n.de/tarifvertrag-einstellen, hilfe.e2n.de/e2n-me-app, hilfe.e2n.de/e2n-perso-schichten-tauschen and 2 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 8 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
- 6 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
- 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 (8)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Roster building & demand planning — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 2 Roster building & demand planning — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 3 Working-time law & collective agreements — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 4 Working-time law & collective agreements — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 5 Mobile self-service for deskless staff — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 6 Mobile self-service for deskless staff — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 7 Payroll handoff & integrations — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
- 8 Payroll handoff & integrations — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →