Employee Scheduling
Homebase
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Homebase HQ, Inc. · joinhomebase.com
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Homebase at a glance
- Vendor
- Homebase HQ, Inc.
- 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 Homebase 2/5, the mean of 6 judges. Homebase is an all-in-one app for hourly teams — scheduling, time tracking, messaging, HR, payroll — priced per location instead of per employee. 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
Homebase is an all-in-one app for hourly teams — scheduling, time tracking, messaging, HR, payroll — priced per location instead of per employee. The bench's strongest scores sit on the shop floor: staff self service at 6-7 — swaps a manager taps to approve, PTO with push notifications, geofenced clock-in and pay stubs; roster planning at 6-7, where a Schedule Builder drafts a full week and blocks publication on rest, overtime and coverage conflicts; and payroll and integrations at 6-7, with four named partners importing timecards directly and seven more taking formatted downloads. Weakest are sovereignty, a flat 0 — the vendor is Homebase HQ, Inc. with Pioneer Works, Inc. in the copyright, and we found no public information on hosting region or subprocessors — and pricing transparency at 1-2, with no price figure appearing anywhere. Working time rules scored a flat 4, every named rule US state law. The widest spread is codetermination and privacy, 3 to 5 — the works council advocate scored 3, reading GPS tracking and read receipts as monitoring; the payroll officer gave 5 for stated retention and fine-grained permissions.
Speaks for it
- Staff get one mobile app with self-managed shift swaps a manager taps to approve, PTO requests with push notifications, geofenced clock-in and pay stubs
- The Schedule Builder drafts a full week of shifts from roles and recent patterns and blocks publication on rest, overtime and coverage conflicts
- Timecards import directly into Square Payroll, ADP Run, Gusto and QuickBooks Online Plus, with seven more providers taking formatted downloads
- Manager and GM access levels are configurable per person down to who sees wages, documents, labor costs and timesheet edits
- A free start requires no credit card, with a stated 6 months free promotion on Payroll & Plus plans
Held against it
- Sovereignty scored a flat 0, with Homebase HQ, Inc. as vendor and no public information found on hosting region, data residency or subprocessors
- Every named working-time rule is US state law from the U.S. Department of Labor, with no public information found on ArbZG daily maxima, the 11-hour rest period, Minijob earnings limits or Tarifvertrag surcharges
- No price figure appears for any tier or add-on, so an invoice cannot be computed from the captured pages
- Time cards and applicant data are stored indefinitely, and clock-in runs on GPS and geofences, with no public information found on deletion periods or switching tracking off
- Every named payroll partner is American, with no public information found on DATEV or any German payroll handoff
Best for
- Your payroll runs through Square Payroll, ADP Run, Gusto or QuickBooks Online Plus and you want timecards imported directly
- You want a full week of shifts drafted from roles and recent patterns, with rest, overtime and coverage conflicts blocked before publication
- Your hourly team needs swaps, PTO requests, clock-in and pay stubs in one phone app
- You want to start free with no credit card required while you evaluate
Avoid if
- You must enforce German working-time law, since every named rule on the pages is US state law sourced from the U.S. Department of Labor
- Your works council must approve the tool, given GPS and geofence clock-in, indefinite storage of time cards and applicant data, and no public information on deletion periods or works-council documentation
- You can only contract with an EU entity or host data in the EU, since the visible entities are Homebase HQ, Inc. and Pioneer Works, Inc. and we found no public information on hosting region
The scores
| Criterion | Panel median |
|---|---|
| Roster building & demand planning | 3 of 5 |
| Working-time law & collective agreements | 2 of 5 |
| Mobile self-service for deskless staff | 3.5 of 5 |
| Works council & employee data | 2 of 5 |
| Payroll handoff & integrations | 3 of 5 |
| European sovereignty | 0 of 5 |
| Pricing transparency | 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
The Schedule Builder drafts a full week from roles, recent patterns, time-off and availability, shows rest, overtime and coverage conflicts before publication — blocking versus advisory clearly stated — and puts labour cost against sales in front of me while planning. The documented inputs to the recommendation are the last published schedule rather than sales or footfall, though a Labour & Sales Forecaster and POS integration are listed among the modules. We found no public information on staffing requirements per shift, qualifications keeping the wrong person off the till, or staff shared across locations. 2 3 4 5 8
The Operations Director
The schedule builder proposes a full week from roles, recent patterns and the last published schedule, surfaces blocking conflicts before publish, and labour cost is visible in the builder — but the recommendation draws on schedule history rather than POS or occupancy data, and we found no public information on staffing requirements per shift, qualifications, or staff shared across locations. The vendor labels the tool AI-powered without documenting the method, which is exactly what I would need to see before trusting it across sites. 2 3 4 8
The Payroll Officer
The Schedule Builder drafts a full week of shifts from roles, recent patterns, availability and time-off, and shows coverage, overtime and rest conflicts in a review canvas before anything publishes, with labour cost visible while planning. But the proposal is driven by the last published schedule rather than a documented demand source, we found no public information on cross-location staff sharing, and the builder is labelled AI rather than having its method documented. 2 3 8 5
The Works Council Advocate
The Schedule Builder proposes a full week from roles and recent patterns and blocks publication on rest, overtime and coverage conflicts, which is more than a blank grid; but the recommendation leans on the last published base week rather than a demand source, and we found no public information on qualifications per shift or sharing staff across locations. 2 3 8
The Frontline Employee
The Schedule Builder drafts a full week of shifts from roles and past patterns and surfaces conflicts — overtime, rest gaps, missing coverage, pending time-off — before publishing, stating which blocks and which only warns. But the pages never show staffing requirements per shift, open shifts, or staff shared across locations, and the proposal method is presented as AI-powered rather than documented. 2 3 5 8
The Skeptic
The Schedule Builder genuinely proposes a full week of shifts the planner reviews in a draft canvas with conflicts surfaced before publishing, and labour costs and a Labor & Sales Forecaster sit behind permissions — but the proposal runs on the last published schedule, roles and availability, and the vendor calls the tool "AI-powered" without documenting the method. The captured pages do not show the forecaster's sales figures driving the roster, and we found no public information on cross-location staff sharing or qualifications beyond roles. 2 3 8
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 enforcement mechanics are real and that matters on a Thursday night: a closing-then-opening shift without enough rest is a blocking conflict before publication, and overtime, mandatory breaks and missed-break premiums are all handled. But every named rule is US state law sourced from the US Department of Labor. We found no public information on the 11-hour ArbZG rest period, daily hour maxima, Minijob earnings limits, youth protection or Tarifvertrag surcharges. 3 4 5
The Operations Director
Break handling is the strongest part: state requirements pre-loaded from the US Department of Labor, configurable paid/unpaid and mandatory/optional breaks, per-employee waivers with timestamped records, premium pay for missed mandatory breaks, and blocking conflicts for overtime and insufficient rest between closing and opening shifts. What a German estate needs — the ArbZG daily maximum and 11-hour rest with named thresholds, Minijob earnings warnings, Tarifvertrag surcharges, youth protection — we found no public information on any of it; every named rule is US state law. 3 4 5
The Payroll Officer
Named, enforced checks exist — blocking conflicts for insufficient rest between closing and opening shifts, overtime, and mandatory breaks with premium pay when missed — and whether a conflict blocks or merely warns is stated. But the rule content is U.S. state law sourced from the U.S. Department of Labor; we found no public information on ArbZG daily maxima, the 11-hour rest period, Tarifvertrag surcharges for night, Sunday and holiday work, Minijob earnings limits, or youth and maternity protection. 3 4 5 6
The Works Council Advocate
Named checks exist — insufficient rest between a closing and an opening shift, overtime limits and mandatory-break penalty pay — and the captured pages state which conflicts block and which only warn; the rule set is anchored in US Department of Labor break rules, and we found no public information on ArbZG daily maxima, collective-agreement surcharges, youth protection or works-agreement rule sets. 3 4 5
The Frontline Employee
The named checks are concrete and partly enforced — state break rules from the US Department of Labor, mandatory-break alerts, an overtime threshold and a rest check between closing and opening shifts that can block publishing — but every rule is US state labour law. We found no public information on daily-hours maximums, an 11-hour rest rule, Minijob earnings limits, Tarifvertrag surcharges, or youth and maternity protection. 3 4 5 6
The Skeptic
The rest and overtime checks are real and, to the vendor's credit, the pages state which conflicts block publishing and which merely warn — but every named rule is U.S. state law sourced from the U.S. Department of Labor, with waivers and premium pay built around American break-penalty statutes. We found no public information on the ArbZG daily maximum, a German 11-hour rest rule, Minijob earnings limits, youth protection or Tarifvertrag surcharges. 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 shop floor gets a genuine app: availability and PTO requests with push approvals, swaps and trades the team self-manages with a tap to approve, in-app messaging with read receipts, plus pay stubs, direct-deposit and tax-withholding changes on their own phone. Clocking in works from personal phones with geofence and PINs or a shared tablet time clock. We found no public information on multilingual interface, offline handling, or swap approval checked against qualifications and rest rules; open shifts surface only as trades or covers. 5 6 7 8
The Operations Director
The employee app is real and central: self-managed swaps with a manager tap to approve, availability and PTO requests with push alerts, clock-in from a personal phone inside a geofence or a shared tablet terminal with PINs, in-app messaging with read receipts, and self-service pay stubs and withholding changes. We found no public information on offline handling, a multilingual interface, or swaps being checked against qualifications and rest rules before approval. 6 7 8
The Payroll Officer
Staff get one mobile app for time-off requests with push alerts, self-managed shift swaps a manager taps to approve, geofenced clock-in from personal phones, messaging with read receipts, and self-service pay stubs, direct-deposit and withholding updates. We found no public information on open-shift claiming, offline clock-in handling, multilingual or accessibility coverage, or swaps checked against rest and qualification rules before approval. 6 7 8
The Works Council Advocate
The floor team gets availability requests, time-off requests with push approval, self-managed swaps with a tap-to-approve, in-app messaging, pay stubs and a tablet as a shared clocking terminal; we found no public information on open-shift claiming, multilingual coverage, offline handling, or rest-rule checks applied to a swap before approval. 5 6 7
The Frontline Employee
The phone app is the product: self-managed swaps and covers needing only a tap to approve, PTO requests with push notifications, availability employees keep on file, clock-in from personal phones, built-in messaging with read receipts, calendar sync, and pay stubs in the app. We found no public information on open-shift claiming, offline handling, or which languages the interface offers. 6 7 8
The Skeptic
The shop-floor side is strong: clock-in by personal phone with geofence or a shared tablet terminal, self-managed swaps with a manager tap-to-approve, time-off requests with push notifications, read-receipted messaging and payroll self-service down to pay stubs and withholding. What the captured pages do not show is the hard part — swaps or covers resolved against qualifications and rest periods before approval — and we found no public information on offline handling, a multilingual interface, or employees exporting the data held about them. 5 6 7
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
Permissions go well beyond basic admin-and-employee roles — wages, completed documents, labour costs and timesheet edits can each be gated, per location. On the other side, GPS and geofence tracking are presented as clock-in features with no statement about switching them off, time cards and applicant data are stored indefinitely, and we found no public information on an audit log, deletion periods, a published DPA or documentation a works agreement would need. 1 4 6 8
The Operations Director
Permissions are genuinely configurable — Manager and GM access levels per person, wage visibility and document access gated separately, applicable across multiple locations — but the GPS and geofence tracking in the time clock is presented with no statement about switching it off, and retention is stated as indefinite for time cards and applicant records. We found no public information on an audit log of who viewed an employee's data, configurable deletion periods, or materials a works council would need for a works agreement. 1 4 6 8
The Payroll Officer
The permission model is genuinely fine-grained — who may view wages, labour costs, completed documents and timesheets, configurable per manager and across locations — and retention is at least stated. But it is stated as indefinite storage of time cards and applicant data, GPS location and geofences are presented as clock-in features with no public information on switching them off, and we found no public information on a data-processing agreement's contents, configurable deletion periods, or an audit log of who viewed an individual's data — nothing here reads like material for a works agreement. 8 4 6 1
The Works Council Advocate
Access levels are configurable down to who sees wages, documents and timesheets, but for a works agreement the rest is hostile territory: time cards and applicant data are stored indefinitely, clock-in runs on personal phones with GPS and geofences, and a 'Retention & performance' module plus message read receipts read to me as monitoring; we found no public information on switching the tracking off, an audit log of who viewed whose data, deletion periods, or any documentation offered for works-council approval. 4 6 8
The Frontline Employee
Team permissions are genuinely granular — wages, documents, labour costs and timesheet edits visible only with the right level, per manager and per location — and retention is stated, but as indefinite storage with no deletion period shown. Clock-in runs on GPS and geofences with no public information on switching it off, and we found no published DPA, audit log, or works-council documentation. 4 6 8
The Skeptic
Permissions are granular — who may see wages, completed documents, timesheets and labour costs is set per manager and applied across locations — but that is where the story ends. GPS and geofence tracking is presented purely as a feature with no statement about switching it off, time cards and applicant data are stored "indefinitely", and we found no public information on a DPA, configurable deletion periods, an audit log or documentation for works-council approval. 4 6 8
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
Time cards import directly into Square Payroll, ADP Run, Gusto and QuickBooks Online Plus, seven more providers get formatted exports, time cards can be locked before transmission, and a documented API is available on the All in One plan. But every named payroll system is American — we found no public information on a DATEV, Lohn und Gehalt or LODAS path — and the only surcharge handling evidenced is missed-break premium pay, not night, Sunday or holiday surcharges. 8 9 10
The Operations Director
Eleven named payroll partners — four with direct timecard import including ADP Run, Gusto and QuickBooks Online Plus, seven with formatted downloads — plus the vendor's own full-service payroll, timecard locking before transmission, and a documented API available on the All in One plan. We found no public information on wage types mapped per surcharge, a POS feed into forecasting, or an HR master-data sync; and the named partners are all US providers, with no DATEV or Lohn und Gehalt among them. 8 9 10
The Payroll Officer
Eleven payroll providers are named, with timecards importing directly into Square Payroll, ADP Run, Gusto and QuickBooks Online Plus and the remaining seven handled as a manual download of formatted timesheets — an Excel export also exists — plus a documented API behind the All in One plan and timecards that can be locked before the run. We found no public information on wage-type mapping per surcharge, night, Sunday and holiday supplements, retro corrections after the close, API versioning, or any path to a German payroll system such as DATEV. 9 10 8 6
The Works Council Advocate
Timecards flow directly into several named payroll partners with a timecard-lock step before transmission, and an API is documented though gated to the top plan; we found no public information on a named POS provider feeding the forecast, surcharge-specific wage-type mapping, or any European payroll path such as DATEV. 8 9 10
The Frontline Employee
Hours reach payroll through four fully maintained partners importing timecards directly plus seven partial partners with formatted downloads, an Excel option, the vendor's own full-service payroll, lockable timecards before transmission, and an API behind the top plan. We found no public information on DATEV or German payroll systems, named POS integrations feeding the forecast, an HR master-data sync, or API webhooks and deprecation terms. 8 9 10
The Skeptic
Timecards import directly into four named full-integration payroll partners with seven more as formatted manual downloads, timecards can be locked before the run, and an API exists — but only on the All in One plan, and with no published wage-type mapping per surcharge, no webhooks or deprecation policy. Every named payroll partner is American; we found no public information on DATEV, Lohn und Gehalt or any German payroll handoff. 8 9 10
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 and contracting entity are US corporations — Homebase HQ, Inc., with the copyright reading Pioneer Works, Inc. — and we found no public information on hosting region, subprocessors or a data-processing agreement; a trust centre is linked but its capture names only security and status. For a tool holding availability, absence and GPS data about employees who never chose it, this is the worst published position. 1 6
The Operations Director
The contracting entity is Homebase HQ, Inc., with Pioneer Works, Inc. in the copyright, and the product's entire compliance frame is US federal and state (W-4s, I-9s, US Department of Labor); we found no public information on hosting region or on any subprocessor. For a tool that clocks people in by GPS from their personal phones, that is not something I can put in front of a works council. 1 6
The Payroll Officer
The captured pages point to a U.S. operation: copyright with Pioneer Works, Inc., employee documents are W-4s, I-9s and state tax forms, and break rules are sourced from the U.S. Department of Labor. We found no public information on hosting region, an EU contracting entity, a subprocessor list — push and messaging providers included — or certification, and the tool collects availability, absence and GPS-located clock-ins about employees who had no say in the vendor. 6 8 4 1
The Works Council Advocate
The contracting entity is a US company and we found no public information on hosting region or any subprocessor; a scheduling tool holding availability, absence and GPS data from employees' own phones would be nowhere near signable under co-determination on this evidence. 1 6
The Frontline Employee
The vendor is Homebase HQ, Inc. and the site footer names Pioneer Works, Inc., and we found no public information on hosting region, data residency, or any subprocessor list. For a tool collecting employee availability and GPS location, no EU safeguard of any kind is evidenced. 1 6
The Skeptic
The entities visible on the captured pages are Homebase HQ, Inc. and "© 2026 Pioneer Works, Inc.", and beyond that the hosting region, ownership and the entire subprocessor chain are unstated — a trust centre link is the only gesture in that direction. A non-EU contracting entity with no published hosting or subprocessor information sits at the bottom of the scale. 1 6
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 pricing model is public — per location instead of per employee — with a free start requiring no credit card and a stated six-months-free promotion on Payroll & Plus plans. Tier names like Essentials, Plus and All in One surface in the feature documentation, but no price figure for any tier, add-on or minimum appears on the captured pages, so I cannot compute the annual invoice for my sites. 1 6 7 8
The Operations Director
The only pricing fact published is the model itself — "priced per location instead of per employee" — alongside a free trial with no credit card and a "6 Months Free: Payroll & Plus Plan" promotion; tier names like Essentials, Plus and All in One appear in help pages but carry no figures. We found no public information on what any tier or add-on costs, so the annual invoice for thirty locations cannot be computed from these pages. 1 6 8 10
The Payroll Officer
The billing basis is stated — priced per location instead of per employee — with named plan tiers (Essentials, Plus, All in One), a promotion of "6 months free on Payroll & Plus plans", and a free start with no credit card required. But we found no public price figures for any tier or add-on, so the annual invoice for a given location count cannot be computed from the captured pages. 1 6 8 7
The Works Council Advocate
The pages state a per-location pricing model, a no-credit-card trial and a '6 months free on Payroll & Plus plans' promotion, but we found no public information on what any plan costs per location — tier names such as Essentials, Plus and All in One surface only in permission settings — so a buyer cannot compute an annual invoice. 1 6 8
The Frontline Employee
The pages state pricing is per location rather than per employee, a free start with no credit card, a 6 months free promotion on Payroll & Plus plans, and tier names like Essentials, Plus and All in One appear in help articles. We found no price figure, add-on price, minimum term, or VAT statement on the captured pages, so a buyer cannot compute any invoice from them. 1 6 8
The Skeptic
The pages state the billing model — "priced per location instead of per employee" — and name the tiers Essentials, Plus, Payroll and All in One alongside a "6 Months Free" promotion, but not a single price figure appears anywhere. Without one number, a buyer can compute nothing, not even the per-location invoice the model implies. 1 6 8
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 Homebase
Is Homebase European?
Not determined: the vendor’s pages as captured do not say where Homebase is based.
Where does Homebase store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Homebase have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Homebase?
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: Homebase 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.
- 27 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 13 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 6 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 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 support 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
- 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 (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page joinhomebase.com Checked 13 Oct 2026 Details →
- 2 Roster building & demand planning — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →
- 3 Roster building & demand planning — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →
- 4 Working-time law & collective agreements — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →
- 5 Working-time law & collective agreements — found from sitemap www.joinhomebase.com Checked 13 Oct 2026 Details →
- 6 Mobile self-service for deskless staff — found from sitemap www.joinhomebase.com Checked 13 Oct 2026 Details →
- 7 Mobile self-service for deskless staff — found from sitemap www.joinhomebase.com Checked 13 Oct 2026 Details →
- 8 Works council & employee data — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →
- 9 Payroll handoff & integrations — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →
- 10 Payroll handoff & integrations — found from sitemap support.joinhomebase.com Checked 13 Oct 2026 Details →