Employee Scheduling
Ordio
EU-Made Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Ordio GmbH · www.ordio.com
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Ordio at a glance
- Vendor
- Ordio GmbH
- Headquarters
- Not stated on the vendor’s pages as of 29 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 29 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 29 Oct 2026
- Panel verdict
- The AI panel rates Ordio 3/5, the mean of 6 judges. Ordio is employee scheduling software from Ordio GmbH of Cologne, covering shift planning, time tracking and payroll export for restaurants, retail and bakeries. how scores are made
- As of
- Vendor pages captured 29 Oct 2026; evaluated by the panel 29 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Ordio is employee scheduling software from Ordio GmbH of Cologne, covering shift planning, time tracking and payroll export for restaurants, retail and bakeries. The bench scores it highest on staff self-service and payroll and integrations, both clustering at 6-7, alongside roster planning and working-time rules; weighted totals span 4.7 to 6.0. Judges credit an employee app delivering the roster, availabilities, swaps, leave and clock-in in more than ten languages, and a DATEV export set up in four steps with wage-type mapping for Lohn und Gehalt and LODAS, plus a REST API on the Pro tier. The weakest scores are pricing transparency at 1-2 — the pricing page names the Starter, Plus, Pro and Enterprise tiers and their features but publishes no price figure — and sovereignty at 3-4, where the vendor states all data is stored securely on German servers, GDPR-compliant and encrypted, yet we found no public information on a subprocessor list or a data processing agreement covering employee data. Scores sit in narrow bands and the flagged split analysis flags nothing material.
Speaks for it
- Employee app for iOS and Android covers the roster, availabilities, open-shift applications, shift-swap requests, leave with a live balance and clock-in by app or shared PIN terminal, with offline use claimed and more than ten languages.
- DATEV export (Pro tier) is set up in four steps from master data through a test export to the monthly close, bundling actual hours, surcharges, holiday and sickness with wage-type mapping for Lohn und Gehalt and LODAS, with Addison, Lohn AG, Lohnconsult, Agenda and CSV/Excel as further targets.
- Eleven-hour rest periods under § 5 ArbZG and breaks under § 4 ArbZG are flagged to the planner before publishing, with night, Sunday and holiday surcharges configurable per role or location.
- Granular rights and roles let admins restrict access to information and functions per area, and salary changes, approvals and exports are traceable.
- A free weekly schedule tool runs in the browser without registration.
Held against it
- No price figure for any tier appears on the captured pages — no per-employee or per-location amounts and no billing period — so an annual invoice cannot be computed from what is public.
- We found no public information on a data processing agreement, a subprocessor list, or the provider behind the German-server statement for employee data; the named provider Hetzner covers the website.
- We found no public information on whether a failed working-time check blocks publishing or only warns, on youth-protection or works-agreement rule sets, or on a recorded reason when a planner overrides a warning.
- We found no public information on vendor documentation supporting works-council approval under § 87 BetrVG, or on GPS tracking being off by default.
- We found no public information on demand-based planning from a named source such as POS revenue, footfall or occupancy, or on sharing staff across locations.
Best for
- You run shift operations across several locations or roles and want the payroll handoff to a tax advisor on DATEV Lohn und Gehalt or LODAS documented step by step.
- Your teams are deskless and need to see the roster, set availabilities, swap shifts and clock in from a phone or shared terminal in more than ten languages.
- You build rosters from templates, recurring patterns and automatic proposals based on availabilities, qualifications and target hours, rather than from demand forecasts.
- You want gross payroll prepared from the plan and time tracking, with the option of in-house net payroll through Payroll Plus.
Avoid if
- You need to compute a real annual invoice from public pricing before contacting the vendor.
- Your procurement requires a published data processing agreement or subprocessor list covering employee data before shortlisting.
- You need planning driven by POS revenue, footfall or occupancy, or staff shared across locations.
- Your works council requires vendor documentation supporting approval before the software is introduced.
The scores
| Criterion | Panel median |
|---|---|
| Roster building & demand planning | 3 of 5 |
| Working-time law & collective agreements | 3.5 of 5 |
| Mobile self-service for deskless staff | 3.5 of 5 |
| Works council & employee data | 2.5 of 5 |
| Payroll handoff & integrations | 3.5 of 5 |
| European sovereignty | 2 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 — Not a rostering tool; shifts cannot be planned in the product (a time clock, HR file or messenger only).
3 — A weekly shift grid per location with shift templates and roles attached, and the roster published to staff.
5 — Shift templates with roles or qualifications on shifts, several locations or departments, and open shifts or coverage gaps shown while planning.
8 — Staffing requirements per shift and 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
Drag-and-drop planning with templates and recurring weekly patterns, qualifications visible while I schedule, multi-location and multi-role planning, and open shifts the team applies for — that covers my Thursday night. Automatic proposals built from availabilities, qualifications and target hours exist, and staffing and personnel costs show per shift, day or week, but we found no public information on planning driven by POS revenue, footfall or bookings, or on sharing staff across locations. 6 10
The Operations Director
Templates, recurring shifts and automatic schedule proposals built from availabilities, qualifications and target hours are documented, with several locations and roles, staffing and personnel costs shown per day or week, and published plans pushed to the app where staff can apply for open shifts. What I did not find is demand-based planning from a named source such as POS revenue, footfall or occupancy, staffing requirements per shift, or staff shared across sites — the proposal inputs are availability and hour targets, and beyond naming those inputs the vendor documents no forecasting method. 6 10
The Payroll Officer
Rosters are built by drag-and-drop or automatically from templates and recurring weekly patterns, across multiple locations and roles, with availabilities, absences and qualifications visible while planning, and the AI agent proposes assignments from availabilities, qualifications and target hours; staffing and personnel costs per day, week or shift are shown during planning and the plan is pushed to the app. We found no public information on demand-based planning from a named source such as POS revenue or occupancy, on costs against a budget, or on cross-location staff sharing. 6 10 11 2
The Works Council Advocate
Drag-and-drop planning with templates and recurring shifts across several locations and roles, automatic schedule proposals built from availabilities, qualifications and target hours, and staffing and personnel costs shown per shift, day or week are all documented. We found no public information on planning driven by a named demand source such as POS revenue or occupancy, on cross-location staff sharing, or on how a proposal explains what drove each assignment. An AI agent that assigns people from planning data is precisely what a works council must be able to interrogate before it runs. 6 10
The Frontline Employee
The planning page shows a drag-and-drop or automatic roster builder with templates and recurring shifts across several locations and roles, availability and absences visible while planning, staffing and personnel cost per shift, day or week, and AI-plus-rule suggestions built from availability, qualifications and target hours. We found no public information on planning driven by POS revenue, footfall or bookings, or on sharing staff across locations. 6 10 11
The Skeptic
Shift templates, recurring patterns, drag-and-drop and automatic proposals based on availabilities, qualifications and target hours are documented, across multiple locations and roles, with target-versus-actual staffing and personnel costs visible per shift, day or week — and the inputs the automatic proposals use are actually named, which is more than most "AI" planning pages manage. We found no public information on staffing requirements per shift, on demand-based planning from a named source such as POS revenue, footfall or occupancy, or on cross-location staff sharing. 2 6 10
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 checks: the vendor states or shows that any shift can be planned without a rule check.
3 — Basic checks such as overtime, maximum-hours or break warnings shown to the planner.
5 — Named working-time checks — daily or weekly maximum hours, rest periods between shifts and breaks — shown to the planner before the roster is published, and contract hours or earnings limits tracked per employee.
8 — ArbZG named with the 11-hour rest period and daily maximum checked, the Minijob earnings ceiling warned about, whether a check blocks or only warns stated, and 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
Eleven-hour rest under § 5 ArbZG and breaks under § 4 ArbZG are checked during planning and warned about before I publish — the warning I want before the roster goes out, not after an inspection. Surcharge rates are configurable per role or location, night, Sunday and holiday times are recognised from tracked shifts, industry-typical ranges are documented, and max/min hours plus working-time accounts are tracked per employee. We found no public information on youth-protection or works-agreement rule sets, a Minijob earnings-ceiling warning inside the product itself, whether a violation blocks or only warns, or a recorded reason when a planner overrides a warning. 6 8 14
The Operations Director
The planner gets named checks before publishing: the eleven-hour rest period under section 5 ArbZG, breaks under section 4, overtime and conflict warnings, with max and min hours and weekly or monthly limits held per employee. Surcharge rates can be stored per role or location and apply to planning and payroll, and TVöD shift allowances and industry-typical rates appear in the vendor's own guidance. We found no public information on youth-protection limits, whether a failed check blocks or only warns, or a recorded and reasoned planner override. 6 8 14
The Payroll Officer
The pages name the law: warnings for the eleven-hour rest period under § 5 ArbZG and missing breaks under § 4 ArbZG appear before publishing, and surcharges are treated seriously — night, Sunday and holiday times are recognised from recorded shifts, rates are stored per role or location and carry into payroll, §3b tax-free treatment with its caps, the holiday-over-Sunday precedence and the 603-€ Minijob limit are all documented, and time accounts, weekly and monthly hour limits and Minijob employment types are modelled. We found no public information on youth or maternity protection, works-agreement rules, or a recorded and reasoned planner override of a violation. 6 8 9 14
The Works Council Advocate
Eleven-hour rest periods under § 5 ArbZG and breaks under § 4 ArbZG are named and flagged before publishing, overtime warnings appear in the calendar, and contract hours with weekly and monthly limits, time accounts, minijob employment and configurable night, Sunday and holiday surcharges per role or location are documented. We found no public information on a daily maximum-hours check, on youth-protection or works-agreement rule sets, or on whether a violation blocks the plan or is overridden with a recorded reason. Those answers decide whether a works agreement can be signed. 6 8 9 14
The Frontline Employee
Rest periods of eleven hours and break rules are checked against the named Arbeitszeitgesetz sections, with warnings on overtime, rest time and typical conflicts shown before the roster is published — the check that stops a closing shift followed by an opening. Night, Sunday and holiday surcharges are configurable per role or location, weekly and monthly hour limits and a working-time account exist, and the minijob ceiling is named in the vendor's guidance. We found no public information on youth-protection limits, works-agreement rules, or a recorded and reasoned override when a planner ignores a warning. 6 8 9 14
The Skeptic
Rest periods of eleven hours under § 5 ArbZG and breaks under § 4 ArbZG are named and flagged to the planner before publishing, alongside overtime warnings, and weekly and monthly hour limits, working time accounts and configurable night, Sunday and holiday surcharges per role or location are documented. The captured language is that Ordio "points out" typical conflicts; we found no public information on whether a check blocks a violating roster, on an in-product warning at the minijob earnings ceiling, or on youth-protection and works-agreement rules. 6 8 14
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 reaches staff only as a printout or PDF.
3 — An app or web view in which employees see their own shifts and are notified of changes.
5 — A mobile app with the roster, availability or absence requests, and shift swaps or open-shift claiming, with push notifications 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, a 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 shows the roster, takes availabilities, leave requests and open-shift applications, and handles shift swap requests with approval in the app, plus a push notification when the plan is published. Clock-in runs by app or shared terminal with PIN, offline use is claimed, the interface is available in more than ten languages, and plan distribution is explicitly positioned away from Excel and WhatsApp. We found no public information on swap and cover approvals being checked against qualifications and rest periods before they go through. 6 10 11
The Operations Director
The app covers the roster, availabilities, open-shift applications, swap requests with approval, leave requests against a live balance, clock-in by app or shared PIN terminal, offline use, broadcast push notifications, and more than ten languages. What the captured pages do not show is swap or open-shift resolution checked against qualifications and rest periods before approval, or cover flows that resolve without a manager. 6 10 11
The Payroll Officer
The iOS and Android app shows the roster with push notification, lets staff set availabilities, apply for open shifts, and request and approve shift swaps in the app; clocking works via app, tablet terminal or hardware terminal, offline, in more than ten languages, with broadcast messages replacing email flood. We found no public information on swaps or open shifts being checked against qualifications and rest periods before approval. 10 11 6 2
The Works Council Advocate
The employee app delivers the roster, availabilities, leave requests with a live balance, shift-swap requests and open-shift applications, push notification on publication, clock-in by app or shared terminal, offline use and more than ten languages. We found no public information showing that swaps and open shifts are checked against qualifications and rest periods before approval, nor that employees can view and export the data held about them. The right to see your own file should not depend on asking the office. 6 10 11
The Frontline Employee
The rebuilt app shows my shifts with a push notification, lets me set availability, apply for open shifts, swap a shift in the app, request leave with a live balance, and clock in from my phone or a shared PIN terminal, offline and in more than ten languages — no laptop needed. Swaps still go through a manager with no evidence that qualifications or rest rules are checked before approval, and we found no public information on accessibility support or on exporting the data held about me. 6 10 11
The Skeptic
Employees see the roster, set availability, apply for open shifts, request swaps in the app, and clock in by app, tablet or hardware terminal with PIN, with push notifications, offline use claimed and an interface in more than ten languages. We found no public information on swap and open-shift approvals being checked against qualifications or rest periods before acceptance, and team communication is documented as broadcast push notifications rather than two-way shift talk. 6 10 11
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 access control: the vendor's pages show every user seeing all employee data, or tracking of individuals that cannot be switched off.
3 — Admin, manager and employee roles with different rights, and a privacy policy that covers employee data.
5 — Configurable roles and permissions limiting who sees whose data, a data processing agreement offered, and either location tracking stated as optional or a retention or deletion rule for employee data.
8 — Fine-grained visibility (absence reasons hidden from colleagues and line managers where not needed), GPS and similar tracking off by default, an audit log of who viewed and changed an individual's data, configurable deletion periods, and documentation the vendor offers for works-council approval under BetrVG § 87.
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
Roles and permissions are configurable per area with per-role visibility, and GPS tracking for location-based time capture is stated as optional. The privacy policy covers the shift planning, time tracking and master data the product processes, with fourteen-day logfile deletion and statutory retention of two to ten years. We found no public information on a data processing agreement being offered, tracking off by default, an audit log of who viewed an individual's data, or vendor documentation supporting a works agreement under BetrVG § 87. 3 10 12
The Operations Director
A granular rights-and-roles system lets admins set access to information and functions per area, role-based visibility is stated so each person sees only what their role allows, GPS tracking is optional, and salary changes, approvals and exports remain traceable under a protocol. The privacy policy states retention for log files and applicant data alongside statutory retention of two to ten years. We found no public information on a data processing agreement, documentation for works-council approval under section 87 BetrVG, or tracking being off by default. 3 10 12 14
The Payroll Officer
Rights and roles are documented as granular — access to information and functions configurable per area, roles assignable to many staff at once — GPS tracking for location-based time capture is stated as optional, retention rules exist for logfiles (14 days) and applicant data (6 months), and salary changes, approvals and exports run through a manipulation-protected protocol. We found no public information on a data processing agreement being offered, on GPS being off by default, on a view-level audit log, or on documentation for works-council approval under § 87 BetrVG. 12 10 3 14
The Works Council Advocate
Admins can restrict access to information and functions per area in a granular rights-and-roles system, GPS tracking for location-based time capture is described as optional, the privacy policy names the employee data processed together with deletion rules for logs and applicant records, and salary changes, approvals and exports are documented as traceable. We found no public information on a data processing agreement, on configurable deletion periods, on whether absence reasons are hidden from colleagues and line managers, or on any vendor documentation supporting works-council approval under BetrVG § 87. A GPS check listed as a paid-tier feature whose default state is not stated is exactly the point I would pin down before signing anything. 2 3 10 12 14
The Frontline Employee
Admins can configure rights and roles per area so each person only sees what their role allows, GPS tracking for location-based time capture is described as optional, deletion rules are stated in the privacy policy, and changes, approvals and exports are documented as traceable. We found no public information on a data processing agreement, on a log of who viewed an individual's data, on tracking being off by default, or on vendor material supporting a works agreement. 3 10 12 14
The Skeptic
Granular roles and permissions limit who sees which information, GPS tracking is stated as optional, salary changes, approvals and exports are logged as traceable, and applicant data is deleted after six months with log files after fourteen days. We found no public information on a data processing agreement, on GPS being off by default, on a log of who viewed an individual's data, or on vendor documentation supporting works-council approval. 3 10 12 13 14
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: the product offers no export of hours and no integration.
3 — An export of worked hours and absences (CSV or Excel) intended for payroll.
5 — A named payroll integration or payroll export (DATEV Lohn und Gehalt or LODAS, or another named payroll system) covering hours and absences, plus several named HR, POS or accounting integrations.
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
The DATEV export bundles actual hours per person, night and Sunday surcharges, holiday and sickness, mapped to wage types, for both Lohn und Gehalt and LODAS, set up in four steps from master data through a test export to the monthly close; further named targets include Addison, Lohn AG, Lohnconsult and Agenda. A public JSON REST API and an app store for payroll and accounting partners sit on the Pro tier, and Payroll Plus optionally runs full net payroll in-house with filings and payslips. We found no public information on POS or HR master-data integrations feeding the system, or on a documented API specification. 2 10 13 14
The Operations Director
The DATEV handoff is documented in four steps with a test export before the month-end close, bundling actual hours per person, night and Sunday surcharges, holiday and sickness with their mapping to wage types, for Lohn und Gehalt or LODAS; Addison, Lohn AG, Lohnconsult, Agenda and CSV or Excel are named as further targets, and Payroll Plus runs net payroll inside the product with filings and payslips. A public REST API in JSON and an app store for partner integrations sit on the Pro plan. We found no public information on POS integrations feeding forecasting or an HR master-data sync. 2 13 14
The Payroll Officer
The DATEV handoff is the designed path, not an afterthought: the export bundles actual hours per person, surcharges such as night and Sunday, holiday and sickness, and their mapping to wage types, set up in four steps from master data and wage types through a test export to the monthly close, for Lohn und Gehalt and LODAS, with Addison, Lohn AG, Lohnconsult, Agenda and CSV/Excel as further targets, a public REST API, and an optional fully integrated net payroll with Payroll Plus including salary advances landing directly in the system. We found no public information on POS integrations feeding forecasting, an HR master-data sync, or retro corrections after the month has closed. 13 14 2
The Works Council Advocate
The DATEV handoff is documented in depth: a four-step setup over master data and wage types with a test export before the monthly close, and an export bundling actual hours per person, night, Sunday and holiday surcharges, holidays and sickness with wage-type mapping for Lohn und Gehalt or LODAS, with CSV as an alternative and further named targets such as Addison, Lohn AG, Lohnconsult and Agenda. A public JSON REST API and an app store for payroll and accounting partners sit on the Pro tier. We found no public information on POS integrations feeding forecasting, on HR master-data synchronisation, or on handling of retro corrections after the close. 2 10 13 14
The Frontline Employee
The DATEV export bundles actual hours per person, surcharges, vacation and sickness and maps them to wage types, set up in four steps with a test export for Lohn und Gehalt or LODAS; further named targets include Addison, Lohn AG, Lohnconsult, Agenda and CSV, alongside a public REST API and a full in-house net payroll add-on. We found no public information on POS integrations feeding the plan or on an HR master-data sync. 2 13 14
The Skeptic
The DATEV export — which sits in the Pro tier, not the entry tier — bundles actual hours per person, surcharges mapped to wage types, and holidays and sickness for Lohn und Gehalt and LODAS, with Addison, Lohn AG, Lohnconsult and Agenda named as further export targets, a public REST interface, and a full net payroll option beyond the handoff. We found no public information on a lock step before transmission, on POS integrations, or on a live master-data sync with an HR system; whether a CSV export suffices for a tax office using other systems is explicitly left to clarify with the adviser. 2 13 14
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 — Vendor, contracting entity and hosting of employee data all shown to be outside the EU, with no transfer safeguard stated.
3 — A named contracting entity and a privacy policy or data processing agreement; EU hosting offered as an option or claimed without a provider, or the hosting location not stated.
5 — EU hosting stated as standard, together with an EU contracting entity or a published subprocessor list, and a data processing agreement offered.
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
All data is stated to be stored securely on German servers, encrypted and GDPR-compliant, though no data-centre provider is named for the application data itself; the website and its analytics run on Hetzner in the EU. The privacy policy is published, but we found no public information on a subprocessor list, a data processing agreement, or the contracting entity's jurisdiction confirmed on the vendor's own captured pages. That leaves the sovereignty picture as a hosting claim rather than documentation. 3 10
The Operations Director
The captured pages state that all data is stored securely on German servers, GDPR-compliant and encrypted; the legal notice names Ordio GmbH of Cologne, and website analytics run on Hetzner in the EU with fourteen-day deletion. We found no public information on a subprocessor list, a data processing agreement for employee data, or the data-centre provider behind the German-servers claim. 3 4 10
The Payroll Officer
The employee-app page states all data is stored securely on German servers, GDPR-compliant and encrypted, and the privacy policy names Hetzner Online GmbH with processing in the EU — though that statement covers the website. For the contracting entity on the vendor's own captured pages, a subprocessor list, and a data processing agreement covering the employee data the app collects, we found no public information. 10 3
The Works Council Advocate
The vendor states that all data is stored encrypted on German servers, GDPR-compliant, and the privacy policy names Hetzner Online GmbH processing personal data in the EU for the website. We found no public information on the contracting entity, on a subprocessor list — push notification services included — or on a data processing agreement, so where absence and optional location data actually travel cannot be assessed from these pages. For employee data, that gap weighs heavier than the German-server claim. 3 10
The Frontline Employee
The employee-app page states all data is stored securely on German servers, GDPR-conform and encrypted, the vendor is given as Ordio GmbH of Cologne, and the company website is hosted by Hetzner in the EU. We found no public information on a published subprocessor list, a data processing agreement covering employee data, or how push notification services are processed, so the picture stays partly open. 3 4 10
The Skeptic
All data is stated to be stored encrypted on German servers as standard, and a privacy policy is published. The named data-centre provider Hetzner appears only for the website's analytics processing; we found no public information on the provider behind the German servers holding employee data, on a published subprocessor list, or on a data processing agreement. 3 10
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 public per-employee "from" price, a free tier or one priced tier, while the other tiers or what they include are not stated.
5 — Per-employee or per-location prices public for each tier with the billing period stated; add-on modules (time clock, payroll export, forecasting, terminal hardware) may still be unpriced.
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 page names Starter, Plus, Pro and Enterprise and lists what each includes — DATEV export and the JSON REST API sit on Pro — but no price figures for any tier appear on the captured pages; the offered route is a demo, a callback, or starting for free. The free weekly schedule tool works in the browser without registration, but the paid tiers carry no numbers. We found no public information on per-location or per-employee prices, billing periods, VAT treatment or how seasonal staff are counted, so my real annual invoice is not computable from public pages alone. 2 6 13
The Operations Director
The pricing page names four tiers from Starter to Enterprise and lists what each includes, with DATEV export, the REST API and partner integrations reserved for Pro, and a start-for-free option sits alongside demo and callback requests. We found no public price figures on the captured pages — no per-employee or per-location amounts, no billing period, no treatment of seasonal staff — so I cannot compute an annual invoice for my locations from what is published. 2 13
The Payroll Officer
The pricing page names four tiers — Basis, Plus, Pro and Enterprise — with full feature lists, but we found no public price figure anywhere: nothing per employee, nothing per location, no billing period, no price for Payroll Plus or the terminals. What is public is "Kostenlos starten", demo and callback invitations, and a separate free weekly planner tool; the real annual invoice cannot be computed from the captured pages. 2 13 6
The Works Council Advocate
The pricing page names four tiers — Starter, Plus, Pro and Enterprise — each with a published feature list, and a free browser tool for one weekly plan exists without registration. Across all pages we read we found no subscription figures, so what each tier contains is public while what any of it costs is not. No buyer can compute an annual invoice from that, and co-determination of the software budget starts with knowing the price. 2 6 13
The Frontline Employee
The pricing page names the tiers Starter, Plus, Pro and Enterprise and states which functions sit where — the DATEV export and the REST API are in Pro — but we found no public price information for any tier, so I cannot work out an annual invoice for a given headcount. The pages invite a free start, a demo or a callback. 2 13
The Skeptic
The public pricing page names Starter, Plus, Pro and Enterprise tiers and lists the functions each includes — the DATEV export and REST interface in Pro, the GPS check and team terminal in Plus — alongside a free start, demo and callback channels. We found no public price figure for any tier in the captured pages, so a buyer cannot compute an annual invoice from what is published. 2 13
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 ⚠ unverified | — | uncited Report an error |
Questions about Ordio
Is Ordio European?
Yes. whats-best.ai classifies Ordio as EU-Made.
Where does Ordio store data?
Not stated on the vendor’s pages as of 29 Oct 2026.
Does Ordio have a free plan?
Not stated on the vendor’s pages as of 29 Oct 2026.
What are the best alternatives to Ordio?
As of 28 Oct 2026, the panel rates Shiftbase (3/5), Connecteam (3/5) and gastromatic (3/5) highest among the other 26 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 Shiftbase (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Ordio alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 29 Oct 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, Subprocessors, 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.
- We could not confirm any pricing information on the vendor’s own pages as captured, so this page shows none rather than a statement we cannot stand behind. Know more? Tell us
- 40 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
- 22 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
- 10 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
- 7 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
- 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
- 5 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
- 3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. Know more? Tell us
Sources (14)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.ordio.com Checked 29 Oct 2026 Details →
- 2 Pricing page www.ordio.com Checked 29 Oct 2026 Details →
- 3 Privacy policy www.ordio.com Checked 29 Oct 2026 Details →
- 4 Legal notice www.ordio.com Checked 29 Oct 2026 Details →
- 5 Terms of service www.ordio.com Checked 29 Oct 2026 Details →
- 6 Roster building & demand planning — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 9 Working-time law & collective agreements — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 11 Mobile self-service for deskless staff — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 13 Payroll handoff & integrations — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
- 14 Payroll handoff & integrations — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →