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Employee Scheduling

e2n

EU-Made Report an error

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 E2N GmbH · e2n.de

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e2n: AI-assisted analysis on whats-best.ai e2n: AI-assisted analysis on whats-best.ai (dark)

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.

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

e2n 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 2.5 of 5 2.5 of 5
Working-time law & collective agreements 2 of 5 2 of 5
Mobile self-service for deskless staff 3 of 5 3 of 5
Works council & employee data 1.5 of 5 1.5 of 5
Payroll handoff & integrations 3.5 of 5 3.5 of 5
European sovereignty 1 of 5 1 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 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

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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

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

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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

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

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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

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

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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

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

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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 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

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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

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

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European sovereignty — proven facts

0 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 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

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 (8)

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

  1. 1 Roster building & demand planning — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  2. 2 Roster building & demand planning — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  3. 3 Working-time law & collective agreements — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  4. 4 Working-time law & collective agreements — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  5. 5 Mobile self-service for deskless staff — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  6. 6 Mobile self-service for deskless staff — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  7. 7 Payroll handoff & integrations — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →
  8. 8 Payroll handoff & integrations — found from sitemap hilfe.e2n.de Checked 13 Oct 2026 Details →