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Employee Scheduling

Ordio

EU-Made Report an error

Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by Ordio GmbH · www.ordio.com

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

Add ?theme=dark to the image address for dark backgrounds. The badge shows the category and the month of the latest evaluation, and EU-Made where that is the product’s provenance. It never shows a score.

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

Ordio alternatives, European ones first →

Read this page as one judge. Each weighs the same scores by what they care about.

The Payroll Officer

Weighted verdict

Turns the worked month into DATEV and answers for every surcharge. Cares about night, Sunday and holiday supplements from the Tarifvertrag, Minijob limits caught before the month closes, and corrections after the close. Treats "CSV export" as an admission that the handoff was never designed.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The Payroll Officer

Panel median The Payroll Officer This judge’s scores over the panel median. Each label opens its reasoning below.
Scores per criterion, in stars out of 5
Criterion Panel median The Payroll Officer
Roster building & demand planning 3 of 5 3.5 of 5
Working-time law & collective agreements 3.5 of 5 3.5 of 5
Mobile self-service for deskless staff 3.5 of 5 3.5 of 5
Works council & employee data 2.5 of 5 2.5 of 5
Payroll handoff & integrations 3.5 of 5 3.5 of 5
European sovereignty 2 of 5 2 of 5
Pricing transparency 1 of 5 1 of 5

Roster building & demand planning

How this is scored

How a plan gets built across locations, roles and qualifications — templates, staffing requirements, forecasting from sales or occupancy, and whether the product proposes a roster or only draws one.

0 — 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.

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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

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Working-time law & collective agreements

How this is scored

Whether the roster knows the rules it is subject to — ArbZG rest periods and maximum hours, youth and maternity protection, Minijob earnings limits, Tarifvertrag and works-agreement rules, surcharges — and whether it enforces them, warns, or leaves them to the export.

0 — No working-time 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.

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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

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Mobile self-service for deskless staff

How this is scored

What the employee on the shop floor actually gets: a mobile app to read the roster, enter availability, request and accept swaps, claim open shifts and clock in — in their language, on their own device or a shared one.

0 — No employee access; the roster 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.

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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

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Works council & employee data

How this is scored

Whether the product can be introduced under co-determination (BetrVG § 87) — role-based visibility, what is logged, which monitoring can be switched off, retention of availability, absence and location data — and whether the vendor supplies what a works agreement needs.

0 — No 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.

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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

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Payroll handoff & integrations

How this is scored

How planned and worked hours, surcharges and absences reach payroll — DATEV, Lohn und Gehalt, the tax adviser — and how the roster connects to the POS, HR and time systems a shift business already runs.

0 — No payroll path: 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.

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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

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European sovereignty

How this is scored

Where the employee data lives, who the contracting entity is, who the subprocessors are, and whether that is documented rather than assumed. Independently sourced by the sovereignty pipeline; weighted seriously here, because a scheduling tool holds availability, absence and often location data about employees who had no say in the vendor.

0 — 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.

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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

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Pricing transparency

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.

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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

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European sovereignty — proven facts

0 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined ⚠ 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

What we left out

A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.

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Sources (14)

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

  1. 1 Vendor homepage www.ordio.com Checked 29 Oct 2026 Details →
  2. 2 Pricing page www.ordio.com Checked 29 Oct 2026 Details →
  3. 3 Privacy policy www.ordio.com Checked 29 Oct 2026 Details →
  4. 4 Legal notice www.ordio.com Checked 29 Oct 2026 Details →
  5. 5 Terms of service www.ordio.com Checked 29 Oct 2026 Details →
  6. 6 Roster building & demand planning — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  7. 7 Roster building & demand planning — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  8. 8 Working-time law & collective agreements — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  9. 9 Working-time law & collective agreements — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  10. 10 Mobile self-service for deskless staff — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  11. 11 Mobile self-service for deskless staff — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  12. 12 Works council & employee data — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  13. 13 Payroll handoff & integrations — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →
  14. 14 Payroll handoff & integrations — found from sitemap www.ordio.com Checked 29 Oct 2026 Details →