Employee Scheduling
Findmyshift
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Findmyshift Ltd · www.findmyshift.com
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Read this page as one judge. Each weighs the same scores by what they care about.
No written verdict for this product
The panel scored Findmyshift, but the summary our synthesizer wrote did not survive our own contradiction check — twice. Rather than print a paragraph we cannot stand behind, we print none. Every score, rationale and source below is unaffected; read them and draw the conclusion yourself.
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
A drag & drop shift planner with labor cost tracking and vacation visibility is a real planning tool, more than a shared calendar. But we found no public information on shift templates, roles or qualifications, staffing requirements per shift, coverage checks before publication, or demand-based planning — so it's me dragging boxes around with the rules in my head, not the system's. 1
The Operations Director
The pages evidence a drag-and-drop planner with labor cost tracking and vacation visibility — a functioning weekly roster — but we found no public information on shift templates, roles or qualifications, staffing requirements per shift, coverage gaps, multi-location planning, or any demand forecast from POS or occupancy data. For thirty locations that gap is decisive: the system holds shifts while demand and coverage stay in the planner's memory. 1
The Payroll Officer
The captured pages show a drag & drop shift planner, labor-cost tracking and vacation unavailability, so a plan gets drawn and costed. But we found no public information on shift templates, roles or qualifications, staffing requirements per shift, multiple locations, or any forecasting from sales or occupancy — the system never proposes a roster and the headcount math stays in the planner's head. 1
The Works Council Advocate
The captured pages describe a drag-and-drop planner with labor-cost tracking and vacation visibility, which is a real scheduling tool rather than a shared calendar. We found no public information on shift templates, roles or qualifications, staffing requirements per shift, coverage gaps, or demand-based roster proposals. 1
The Frontline Employee
The pages show a drag & drop shift planner with vacation unavailability, labor-cost tracking and custom columns, but we found no public information on shift templates, roles or qualifications, staffing requirements per shift, or any roster the system proposes from demand. 1
The Skeptic
The pages show a drag-and-drop shift planner with labor-cost tracking, shift-request management and vacation visibility — more than a bare calendar, but we found no public information on templates, roles or qualifications, staffing requirements per shift, coverage warnings, or any demand- or forecast-driven proposal. Demand planning from POS or occupancy data and cross-location working are entirely unevidenced. 1
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 only working-time-adjacent features are payroll-side — overtime rates in the payroll calculator and unpaid break deduction for reports. We found no public information on any check of daily hours, the 11-hour rest period, breaks, youth or maternity limits, Minijob earnings or collective-agreement surcharges, and nothing shows a warning before publication. 1
The Operations Director
Working time appears only as payroll arithmetic — an unpaid break deduction to keep exports accurate, overtime rates, and variable rates by time of day and employee age — while we found no public information on any compliance check for daily maximum hours, rest periods, breaks as a rule, youth or maternity protection, Minijob limits, or collective-agreement surcharges. A roster that names no law it enforces leaves every violation with me. 1
The Payroll Officer
No working-time check is described anywhere on the captured pages — nothing on daily hour maximums, rest periods, youth or maternity protection, Minijob earnings limits, or Tarifvertrag and works-agreement rules. The closest items are an unpaid-break deduction and overtime rates in the payroll calculator, which are calculations for the export, not rules the roster enforces before publication. 1
The Works Council Advocate
Nothing in the captured pages names a working-time rule — no daily maximum, no rest period, no youth or maternity protection, no collective agreement. The only rule-adjacent features are overtime rates and unpaid-break deductions inside the payroll calculation, which pay for hours rather than check them; we found no public information on any warning shown to the planner before publication. 1
The Frontline Employee
The only rule-adjacent facts are overtime rates in the payroll calculator, unpaid break deduction from reports, and variable pay rates by time of day and day of week — pay arithmetic, not enforcement. We found no public information on checks for daily hours, rest periods, youth or maternity protection, Minijob limits or collective-agreement rule sets. 1
The Skeptic
The pages name no specific working-time rule anywhere — no daily-hours maximum, no 11-hour rest period, no break, youth-protection, Minijob or collective-agreement check — and nothing on whether any violation would warn or block. Variable pay rates for times of day, days of week and employee age plus overtime rates are payroll arithmetic, not rule enforcement in the roster. 1
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
iOS and Android apps where staff log in to request, cancel and swap shifts pending manager approval, with email, text and push notifications, day-before reminders, phone calendar sync and a notice board — that's most of my Saturday-morning flow. But we found no public information on availability entry, open-shift claiming, clock-in from the app, or multilingual use. 1
The Operations Director
iOS and Android apps let staff log in to request, cancel and swap shifts pending manager approval, with push notifications and roster sync to the phone calendar — clearly more than a read-only view. We found no public information on availability entry, absence requests from the app, open-shift claiming, or whether staff clock in on their own or a shared device, so the flows a deskless workforce lives in are unevidenced. 1
The Payroll Officer
Employees get iOS and Android apps, can request, cancel and swap shifts pending manager approval, receive automated day-before reminders, and can be reached by email, text or push — the shop-floor worker is genuinely served, not emailed a PDF. We found no public information on availability entry, open-shift claiming, clock-in from the app, offline handling or language coverage, which leaves self-service a step short of the fuller definition. 1
The Works Council Advocate
Employees get genuine access: iOS and Android apps, login to request, cancel and swap shifts pending manager approval, shift reminders, and messages by email, text or push. We found no public information on employees entering their own availability or requesting absence, on open-shift claiming under the rule set, on a multilingual interface, or on offline clock-in. 1
The Frontline Employee
There are iOS and Android apps, and I can log in to request, cancel and swap shifts pending manager approval, with push notifications, day-before reminders and my roster in my phone's calendar — the swap-without-three-calls flow exists. But we found no public information on entering my own availability, claiming open shifts, clocking in from the app, or which languages the interface covers. 1
The Skeptic
iOS and Android apps let employees log in to request, cancel and swap shifts pending manager approval, with email, text and push messaging and day-before reminders. We found no public information on availability entry, open-shift claiming, clock-in from the phone with offline handling, language coverage, or use on a shared device. 1
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
There is a data protection page alongside the policy set, personal data is stated as encrypted, and transport runs over SSL. Beyond an implied manager-versus-employee split we found no public information on configurable visibility of sensitive data, audit logs, retention or deletion periods, or documentation a works council could review. 1
The Operations Director
The pages imply separate manager and staff logins, publish a data-protection policy, and state that names, emails, passwords, phone numbers, facilities, shifts and custom columns are encrypted — a partial inventory of what is held. We found no public information on configurable visibility of absence reasons, audit logs of who viewed or changed an employee's data, retention and deletion periods, or documentation to support a works agreement, which is what a co-determination introduction turns on. 1
The Payroll Officer
Encryption of personal data, SSL and a published data protection page are stated, and the manager-approval flow implies manager and employee roles. We found no public information on configurable visibility of absence reasons, audit logs of who viewed or changed a record, retention or deletion periods, or any documentation a works council could use — nothing here that a co-determination negotiation could be built on. 1
The Works Council Advocate
For a works agreement I need visibility rules, logs and deletion periods, and on all three we found no public information; the only statements are that personal data is encrypted, that data moves over SSL, and that privacy and data-protection pages exist by name. Who may see absence reasons, whether the free time clock produces a per-person record and who can view it, and how long employee data is retained are all unaddressed in public — I could not co-determine this product on today's record. 1
The Frontline Employee
The pages list privacy and data-protection policies and state that personal data is encrypted and traffic uses SSL. We found no public information on role-based visibility of absence or other data, what is logged and retained, optional tracking, or documentation a works council could use for approval. 1
The Skeptic
A data protection policy is published and the encryption statement enumerates what is stored (names, emails, phone numbers, facilities, shifts, custom columns), with a manager-versus-employee split implied only by the approval workflow. We found no public information on configurable visibility of sensitive data, an audit log, retention or deletion periods, or documentation a works council would need. 1
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
A payroll calculator combines timesheets, schedules, pay and overtime rates, with variable hourly rates by time of day, day of week and employee age, plus automated payroll reports, unpaid break deduction for exports, a developer API and unnamed partner apps. But we found no public information naming a payroll system — nothing on DATEV or Lohn und Gehalt — nor a named POS or HR integration. 1
The Operations Director
Payroll data is generated in-product from timesheets, schedules, pay rates and overtime rates, with variable rates by time of day, day of week and employee age, and a developer API plus unnamed partner apps advertised. We found no public information naming a payroll system such as DATEV or LODAS, a named POS or HR integration, wage-type mapping, or a lock step before transmission — I cannot see from public pages what my tax adviser would actually receive. 1
The Payroll Officer
A payroll calculator combines timesheets, schedules, pay rates and overtime rates, unpaid breaks are deducted to keep payroll exports accurate, and hourly rates can differ by time of day, day of week and age — rate differentiation that could in principle carry night and Sunday supplements. But no payroll system is named — nothing on DATEV, Lohn und Gehalt or the tax adviser, no wage types, no lock step before transmission, no named POS or HR partner — so the worked month still leaves as a generic export someone retypes. 1
The Works Council Advocate
Payroll reporting is built in — a calculator combining timesheets, schedules, pay rates and overtime rates, with variable hourly rates by time of day, day of week and employee age — and a developer API and unnamed partner apps are advertised. We found no public information naming a payroll system, POS or HR product, so a buyer cannot tell whether their DATEV or tax-adviser workflow is supported. 1
The Frontline Employee
Payroll data is generated in-product from timesheets, schedules, pay rates and overtime rates, a developer API is offered, and unnamed partner apps are mentioned, but we found no public information on a named payroll system such as DATEV or Lohn und Gehalt, a named POS or HR integration, or a lock step before transmission. 1
The Skeptic
Payroll data is generated in-product from timesheets, schedules, pay rates and overtime rates with unpaid breaks deducted, and a developer API plus unnamed partner apps are advertised. No payroll system is named — DATEV or anything else — no export format is documented, and we found no public information on POS or HR master-data integrations feeding the roster. 1
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 captured pages give different figures for the contracting entity — the site footer names Findmyshift B.V. while the vendor line names Findmyshift Ltd — so I can't tell who I'd be signing with. We found no public information on hosting region, data-centre provider or subprocessors, which matters when the tool holds absence and availability data on people who never chose the vendor. 1
The Operations Director
The captured pages name only Findmyshift B.V. in the copyright line while the vendor is listed as Findmyshift Ltd — different figures for the contracting entity — and describe the product simply as cloud hosted. We found no public information on the hosting region, a data-centre provider, any subprocessor, or a data-processing agreement covering the employee data the apps collect; for a tool holding availability and absence data, that is a serious gap. 1
The Payroll Officer
The entity named on the site is Findmyshift B.V., which reads as Dutch, but the independent sovereignty sourcing recorded no attributes at all. We found no public information on hosting region, data-centre provider or the subprocessor chain for messaging and push, so where availability and absence data physically live is unstated. 1
The Works Council Advocate
The captured pages give the contracting entity in two forms — Findmyshift Ltd in the vendor record and Findmyshift B.V. in the copyright line — and we found no public information on where employee data is hosted, which data-centre provider holds it, or which subprocessors carry messaging and push. A scheduling tool holds availability and absence data on people who never chose the vendor, so this gap weighs heavily and is not a basis I would sign against. 1
The Frontline Employee
The captured pages name Findmyshift Ltd as the vendor while the copyright line reads Findmyshift B.V., hosting is described only as cloud-hosted with availability guarantees, and we found no public information on the hosting region, a named data-centre provider, or any subprocessor list — for a tool holding my availability and absence data, that silence matters. 1
The Skeptic
The independently sourced sovereignty record is empty, and the pages give different figures for the contracting entity: the footer reads Findmyshift B.V. while the vendor line reads Findmyshift Ltd. We found no public information on hosting region, data-centre provider, certification or any subprocessor — a thin basis for a tool holding absence and shift data about employees. 1
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
The tiers are public and plain — "FREE forever for 5 STAFF OR LESS", "€24 per month for 20 EMPLOYEES", "€37 per month for 100 EMPLOYEES", "€74 per month for 300 EMPLOYEES" — with a free 3 month trial, no credit card required, and the time clock stated as free of charge. What blocks a full invoice figure is what's unsaid: VAT treatment, minimum term, how seasonal or inactive staff count, and anything above 300 staff — we found no public information on those. 1
The Operations Director
Four public monthly bands — FREE forever for 5 STAFF OR LESS, €24 per month for 20 EMPLOYEES, €37 per month for 100 EMPLOYEES, €74 per month for 300 EMPLOYEES — with the time clock explicitly free of charge and a three-month free trial let a buyer under 300 heads read most of the invoice. We found no public information on pricing above 300 employees, VAT treatment, a minimum term, or how seasonal and inactive staff are counted against the bands. 1
The Payroll Officer
Four public tiers by staff count — free forever for 5 staff or less, then €24, €37 and €74 per month — with the time clock stated as free of charge and a free 3 month trial, so a small buyer can read off a monthly figure. But the tiers stop at 300 employees, and VAT treatment, minimum term and how seasonal or inactive staff are counted are not stated, so the real annual invoice is not fully computable from public pages. 1
The Works Council Advocate
Monthly headline prices are public and simple — free forever for 5 staff or fewer, €24 per month for 20 employees, €37 per month for 100 employees, €74 per month for 300 employees — and the time clock is stated as free rather than an unpriced add-on. Still missing for a computable invoice: VAT treatment, minimum term, how inactive or seasonal staff are counted, and any price above 300 employees. 1
The Frontline Employee
Monthly tiers are public and simple: "FREE forever for 5 STAFF OR LESS", "€24 per month for 20 EMPLOYEES", "€37 per month for 100 EMPLOYEES" and "€74 per month for 300 EMPLOYEES", with the time clock stated as free of charge and a 3-month trial. We found no public information on VAT treatment, minimum term, how seasonal or inactive staff count, or prices above 300 employees. 1
The Skeptic
Four flat bands are public with the billing period stated — free forever for 5 staff or less, €24 per month for 20 employees, €37 per month for 100 employees, €74 per month for 300 employees — plus a three-month trial and a time clock explicitly free of charge. We found no public information on which features sit in which band, pricing above 300 staff, how seasonal or inactive staff are counted, VAT treatment or minimum term, which keeps the annual invoice computable only up to that ceiling. 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 ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 29 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 — Data residency, Legal entity. Not confirmed on the vendor’s own pages as captured.
- 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 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
- 14 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
- 9 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
- 5 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
- 3 data 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
- 1 integrations fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 2 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. 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
- The panel’s written verdict is withheld: our own re-read found claims in it that the evidence does not carry, and a second synthesis did not fix them. The scores and the material below are unaffected. Know more? Tell us
Sources (12)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.findmyshift.com Checked 29 Sep 2026 Details →
- 2 Terms of service — found from the homepage www.findmyshift.com Checked 30 Sep 2026 Details →
- 3 Privacy policy — found from the homepage www.findmyshift.com Checked 30 Sep 2026 Details →
- 4 Security / trust page — found from the homepage www.findmyshift.com Checked 30 Sep 2026 Details →
- 5 Roster building & demand planning — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 6 Roster building & demand planning — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 7 Working-time law & collective agreements — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 8 Mobile self-service for deskless staff — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 9 Mobile self-service for deskless staff — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 10 Works council & employee data — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 11 Payroll handoff & integrations — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →
- 12 Payroll handoff & integrations — found from sitemap www.findmyshift.com Checked 1 Oct 2026 Details →