Employee Scheduling
Planday
EU origin, foreign-owned Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Planday A/S · www.planday.com
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Planday, a Copenhagen-based scheduling vendor owned by Xero of New Zealand since 2021, shows its strongest public record on the payroll handoff: payroll and integrations scored 6-7, the highest band in the table, built on a detailed DATEV Lohn und Gehalt guide — salary codes for normal hours, extra hours and supplements, per-employee salary identifiers, payslips flowing back to employees — plus an open API and Xero payroll. Roster planning and staff self-service follow, on week and day templates with a draft step, suggestions filtered by department, group and skills with a stated reason, and phone-based availability with open-shift claiming and colleague shift takeovers. The weak end is the data and co-determination record: sovereignty scored 2 and codetermination and privacy 3, with no public information on hosting region, subprocessors, retention, audit logs or a data processing agreement. The widest split is working time rules, 4 to 6: five judges scored 4 because the engine warns but never blocks and the captured pages name no statute, while the shift manager's 6 took the same warnings as sufficient for weekly planning.
Speaks for it
- DATEV Lohn und Gehalt export documented end to end —.INI setup, Berater and Mandanten numbers with Kostenträger, salary codes for normal hours, extra hours and supplements, per-employee salary identifiers, payslips returned to employees
- Week and day templates with a draft-before-publish step, shift suggestions filtered by department, employee group and skills with a short reason per name, and conflict statuses shown before publishing
- The employee app handles availability down to shift type with bulk edits, open-shift requests from a widget, and takeovers of shifts colleagues sell — with manager approval throughout
- Working time rules are configurable per employee group and type — maximum hours per day or week, consecutive days, hours off between shifts — with warnings during assignment and an exportable Excel infraction report
- Starter and Plus prices are published with minimum user counts and five-user pack rounding, and the Plus plan can be trialled for 30 days without a credit card
Held against it
- Sovereignty scored 2, the low of the table: Planday A/S is owned by Xero of New Zealand, its legal documents sit on Xero infrastructure, and we found no public information on hosting region or subprocessors
- Codetermination and privacy scored 3: we found no public information on who can see absence reasons, audit logs, retention or deletion, or a data processing agreement
- A working time rule cannot block creating or assigning a shift, and we found no public information naming the ArbZG, a break rule, youth protection or a Minijob earnings limit
- The revenue forecast appears only as a feature-list word with no named data source, and we found no public information on labour cost against budget while planning
- The Pro tier holding automatic scheduling and custom permissions is "Individuelle Preisgestaltung" with no figure, and the SMS and onboarding fees carry no numbers
Best for
- You run DATEV Lohn und Gehalt payroll and need a documented, code-level handoff — salary codes, per-employee identifiers, payslips back to staff
- Your core pain is weekly roster building: reusable templates, skill- and department-filtered suggestions and pre-publication conflict checks are the bench's next-highest scores
- Your deskless staff need a phone-first app for availability, open-shift claiming and shift swaps, with a manager approving each step — and the Plus plan can be trialled for 30 days without a credit card
Avoid if
- You need German working-time law enforced in the tool: the pages state that a rule cannot block creating or assigning a shift, and we found no public information naming the ArbZG, a break rule, youth protection or a Minijob earnings limit
- Your works council needs vendor documentation — a data processing agreement, retention periods, audit logs — before approving rollout; the public record offers none of it, and managers can lock employees' availability periods, a lever the works-council judge flagged for negotiation
- You must pin down where employee data lives and who processes it: ownership has sat with Xero of New Zealand since 2021 and we found no public information on hosting region or a single subprocessor
- You plan against demand data — ask the vendor: the public pages we read do not show it
The scores
Roster building & demand planning
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How this is scored
How a plan gets built across locations, roles and qualifications — templates, staffing requirements, forecasting from sales or occupancy, and whether the product proposes a roster or only draws one.
0 — A shared calendar of shifts; no templates, no roles or qualifications, and no notion of how many people a shift needs.
3 — Shift templates and a weekly grid per location, with roles attached, but staffing needs and qualifications are the planner's memory rather than the system's.
5 — Templates, roles and qualifications, staffing requirements per shift, open shifts, multiple locations and departments, and coverage gaps shown before publication.
8 — Demand-based planning from a named data source (POS revenue, footfall, occupancy or bookings), automatic roster proposals the planner can accept or adjust, labour cost shown against budget while planning, and cross-location staff sharing.
10 — Planning closes the loop: forecast, proposed roster and actual hours compared in one place, the proposal explains which rule or demand figure drove each assignment, and the vendor documents the forecasting method rather than calling it AI.
The Shift Manager
Week and day templates that publish or go to draft with a rule check on apply, department and skill filtering so the wrong person can't land on the till, and recommendations with a short reason next to each name make the Thursday-night build fast, and an automatic scheduling tool exists for the top plan. We found no public information on staffing requirements per shift, coverage gaps before publication, cross-location staff sharing, or how the listed sales forecast is computed. 2 3 4
The Operations Director
Templates, skills and department eligibility, and pre-publication conflict statuses are all documented, and the Pro plan's auto-schedule proposes assignments while the manager keeps final say. But demand planning appears only as a feature-list word — "Umsatzprognose" — with no named data source and no method, and we found no public information on labour cost against budget while the plan is still editable or on staff shared across sites. 2 3 4
The Payroll Officer
Week and day templates with draft publication, skills and department filtering, open shifts, and conflict statuses shown before publishing make a real planner, and an auto-schedule tool exists on Pro. We found no public information tying the listed revenue forecast to a named data source, on labour cost shown against budget while planning, or on cross-location staff sharing. 2 3 4 10
The Works Council Advocate
Week and day templates with draft publication, department, group and skill requirements, open shifts and explained employee suggestions are documented, and no assignment happens without the schedule manager's final say — which I appreciate. But we found no public information tying planning to a named demand source or showing labour cost against budget while planning, and the automatic scheduler is documented only as a higher-tier tool with no public description of what it does. 2 3 4
The Frontline Employee
The planner side looks real: week and day templates with a draft step before publishing, an auto-schedule tool on the top plan, and shift suggestions that filter by department, employee group and skills and flag conflicts like exceeding contracted hours. But the revenue forecast is only a word on the price page with no data source named, and I found no public information on labour cost shown against budget while planning or on sharing staff across locations. 2 3 4
The Skeptic
Schedule templates (week and day), open shifts, and a suggestion engine that filters by department, employee group and skills and explains each recommendation are documented. But the captured pages show no staffing requirement per shift and no demand source for planning — the pricing page names a revenue forecast in a feature list while saying nothing about what feeds it — and the automatic rostering sits in the custom-priced Pro tier with its inputs undescribed. 2 3 4
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 rule engine covers what I need to be warned about before publishing — maximum hours per day or week, hours off between shifts, consecutive working days — configurable per employee group, and the pages state plainly that it warns but never blocks, with an Excel report of infractions afterwards. We found no public information naming the ArbZG or a break rule, a Minijob earnings limit, youth protection, or Tarifvertrag surcharges inside the rule engine, so the German law remains the planner's homework. 4 5 6
The Operations Director
Working-time rules are configurable structures — maximum hours per day or week, consecutive working days, hours off between shifts — applied per employee group and shift type, with the pages stating plainly that a rule warns but cannot block a shift. What the pages never do is name a statute: we found no public information on an ArbZG daily maximum, an 11-hour rest period or break rule, a Minijob earnings limit, Tarifvertrag surcharges, or youth and maternity protection. 3 4 5 6
The Payroll Officer
The rule library is concrete — maximum hours per week or day, consecutive working days, hours off between shifts, shift duration — configurable per employee group, and it is honestly documented as a warning that never blocks a shift, with an infraction report to Excel. We found no public information naming the ArbZG daily maximum, the 11-hour rest period, breaks, youth or maternity protection, a Minijob earnings warning, or Tarifvertrag surcharges checked in the plan; a salary code can carry a payroll supplement to the export, but the surcharge is mapped, not enforced. 2 5 6 9
The Works Council Advocate
The rule engine is genuinely configurable per employee group and type — maximum hours in a period, shift duration caps, hours off between shifts, consecutive working days — and violations surface as conflict warnings plus an exportable infraction report. But no statute, no Minijob earnings limit and no Tarifvertrag surcharge is named anywhere, and the captured help text states a working time rule cannot block creating or assigning a shift; we found no public information on any attribution or reasoning recorded when someone schedules against a warning. 4 5 6
The Frontline Employee
You can build rules for maximum hours per day or week, hours off between shifts and consecutive working days, violations are flagged while assigning with statuses like "will exceed contract rules by 2h", and the pages state plainly that rules only warn and never block a shift. But no German law is named anywhere — the captured pages never mention the ArbZG, an 11-hour rest period, breaks or a Minijob earnings limit — and I found no public information on Tarifvertrag surcharges or youth protection. 4 5 6
The Skeptic
The rule engine is genuinely configurable — maximum hours per week or day, shift duration, consecutive working days, hours off between shifts — applied per employee group and type, and the pages state plainly that a rule "cannot block you from creating or assigning a shift" even when broken, with an Excel report of infractions as the audit trail. The captured pages name no specific statute — no ArbZG daily maximum, no break rule, no youth protection, no Minijob earnings warning — so the planner assembles the law themselves and the system only warns. 2 5 6
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
Staff get availability down to shift type with bulk edits in the app, open shifts in a widget on the overview screen that they request or take over from a colleague selling one, filtered by department, skills and conflicts before they even see the shift, with manager approval on top; a punch clock, absences and holidays, and messenger and newsfeed sit on the features list. We found no public information on push notification of changes, offline clock-in handling, language coverage, or employees seeing and exporting the data held about them. 2 7 8
The Operations Director
The app covers availability entry with bulk edits and comments, open-shift claiming on any plan filtered by skills, department and existing conflicts, colleague shift sales, and an in-app messenger. We found no public information on push notification of roster changes, offline clock-in, shared terminals or language coverage, and claims and swaps still route through manager approval. 2 7 8
The Payroll Officer
The app lets staff set availability with shift types and bulk edits, request and claim open shifts gated by department, group and skills, sell shifts to colleagues, and see DATEV payslips, with manager approval throughout. We found no public information on push notification of schedule changes, offline clock-in handling, a multilingual interface, or swap flows resolving without a manager. 2 7 8 9
The Works Council Advocate
The floor worker gets real self-service: availability with bulk edits on the phone, open shifts surfaced in a widget with requests that managers approve, colleagues' shifts to claim, and a built-in messenger and newsfeed that keep shift talk out of private chats. We found no public information on language coverage, offline clock-in or notification of changes, and I note managers can lock employees' availability periods — a control lever I would negotiate in any works agreement. 2 7 8
The Frontline Employee
The app is genuinely built for someone like me: I can set availability by whole days, preferred hours or shift type, bulk-edit it on my phone, see open shifts in a widget and request them, and take over a shift a colleague is selling — and open shifts stay hidden when I lack the skill or already have a conflict. But every request still waits for a manager's approval, and I found no public information on the app's languages, on push notification when my roster changes, or on offline clock-in at a shared terminal. 2 7 8
The Skeptic
The app supports availability entry with preferred hours, shift types, comments and bulk edits, open-shift claiming under manager approval with visibility gated by skills and conflicts, and colleagues' shifts put up for sale appearing as claimable. We found no public information on clock-in offline handling, push notification of changes, or language coverage, so the floor-facing picture is real but incomplete. 2 7 8
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
Access levels from administrator down and, on the top plan, custom permissions and user roles exist, but that is where the trail ends. We found no public information on configurable visibility of absence reasons, any audit log of who viewed or changed an employee's data, retention or deletion of availability and absence records, a published data processing agreement, or vendor material to support a works agreement. 2 5
The Operations Director
Role levels run through every help article — administrator, schedule manager, any — and custom permissions and user roles appear on the Pro plan. Beyond that we found no public information: nothing on visibility settings for absence reasons or location data, audit logs, retention or deletion periods, or documentation a works council could work from. 2 7
The Payroll Officer
Access levels such as Administrator, schedule manager and employee appear throughout the help pages, and custom permissions and user roles are sold as a Pro feature. We found no public information on a DPA, retention or deletion of availability and absence data, an audit log of who viewed or changed an employee's record, or any documentation offered for works-council approval. 2 3 5 6
The Works Council Advocate
Custom permissions and user roles appear, but only with the Pro tier; beyond administrator, schedule manager and employee levels we found no public information on who can see absence reasons, on any audit log of views or changes, on retention or deletion periods, on a data processing agreement, or on documentation the vendor offers for works-council approval. For a product that holds availability and lockable availability periods, this is the thinnest chapter in the whole public record. 2 6 7
The Frontline Employee
There are admin and schedule-manager access levels plus custom permissions and user roles on the top plan, but that is where it ends. I found no public information on who can see absence reasons, on retention or deletion of my availability and leave data, on any log of who viewed my data, or on a data processing agreement. 2 3
The Skeptic
Roles and access levels (Administrator, Schedule manager, employee) run through the help pages, and custom permissions and user roles exist in the Pro tier. Beyond that we found no public information on configurable visibility of absence reasons, any view or change log, retention or deletion periods for employee records, or any documentation offered for works-council approval. 2 4 6
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
The DATEV Lohn und Gehalt setup is a real, documented handoff — salary codes splitting normal hours, extra hours and payroll supplements, per-employee salary identifiers, export by all staff or selected groups, and payslips imported back into the app for employees — alongside Xero payroll, an open API, and POS and HR integration collections. We found no public information on a lock step before transmission to payroll, POS data feeding the forecast, or an HR master-data sync in detail. 2 9 10
The Operations Director
The DATEV Lohn und Gehalt handoff is documented end to end — salary codes distinguishing normal hours, extra hours and payroll supplements, per-employee salary identifiers, payslips re-imported for employees — alongside leave support in some payroll integrations, an open API and sizeable POS and HR integration collections. We found no public information on a lock step before transmission, POS data feeding the forecast, or an HR master-data sync. 9 10
The Payroll Officer
The DATEV Lohn und Gehalt handoff is designed rather than dumped: the.INI import, Berater and Mandanten numbers with Kostenträger, salary codes separating normal hours, extra hours and payroll supplements, per-employee salary identifiers, scoped exports, and a payslip import back to employees; Xero payroll is a second named system and an Open API is documented. We found no public information on a lock step before transmission, retro corrections after the close, a tax adviser's scoped access, or webhooks with a deprecation policy. 2 9 10
The Works Council Advocate
The DATEV Lohn und Gehalt export is documented in real depth — salary codes distinguishing normal hours, extra hours and supplements, per-employee salary identifiers, payslips flowing back to the employee — and an Open API plus payroll, POS and HR collections exist. We found no public information on a lock step before transmission, on named POS or HR partners, or on an HR master-data sync. 2 9 10
The Frontline Employee
The DATEV Lohn und Gehalt connection is documented in real detail — salary codes distinguishing normal hours, extra hours and payroll supplements, per-employee salary identifier mapping, and payslips flowing back into the app for me to read. Around it sit a documented open API and large collections of payroll, POS and HR integrations, but no individual POS or HR system is named, and I found no public information on a lock step before transmission or an HR master-data sync. 2 9 10
The Skeptic
A detailed DATEV Lohn und Gehalt guide covers the.INI setup, salary codes distinguishing normal hours, extra hours and payroll supplements, per-employee salary identifiers, export scoping and even payslip import back to employees, with a Xero payroll collection and a documented Open API alongside it. We found no public information on a lock step before transmission, a named POS system feeding forecasting, or API versioning and webhooks — so the handoff is well documented, not designed around. 2 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 is Planday A/S in Copenhagen, but ownership and even the legal documents sit with the New Zealand parent Xero. We found no public information on where employee data is hosted, which subcontractors handle push, messaging, analytics or support, certification, or a data processing agreement covering what the app collects on personal devices — too thin to bring to a works council for a tool holding my team's availability and absence data. 1
The Operations Director
Planday A/S sits in Copenhagen, but ownership has been with Xero in New Zealand since 2021 and legal documents are hosted on Xero infrastructure. The captured pages give no statement of hosting region or contracting entity, and we found no public information naming any subprocessor or a data-processing agreement. 1
The Payroll Officer
The contracting entity is Planday A/S in Copenhagen, but it has been owned by Xero of New Zealand since 2021 and its legal documents are hosted on Xero infrastructure. We found no public information on the hosting region, a named data-centre provider, or a single subprocessor, so the chain an employee's availability data travels is undocumented. 1
The Works Council Advocate
The contracting entity is Danish, but ownership sits with a New Zealand parent whose infrastructure also hosts the legal documents, and we found no public information on hosting region, certification or a single named subprocessor — including the push and messaging services an employee app necessarily uses. I cannot co-determine a works agreement about data on workers' own phones on a footing this silent. 1
The Frontline Employee
Planday is a Danish company, but it is owned by Xero in New Zealand and its legal documents are hosted on Xero infrastructure; beyond that I found no public information on where my availability and leave data is hosted, who the subprocessors are, or which entity I would actually be contracting with. For an app that knows when I am free and when I am sick, that silence weighs heavily. 1
The Skeptic
The contracting entity is the Danish Planday A/S, but ownership sits with Xero in New Zealand and the legal documents are hosted on Xero infrastructure. We found no public information on the hosting region, a data-centre provider, or any subprocessor list — for a tool holding availability and absence data, that silence decides it. 1 2
Pricing transparency
not rated — the vendor publishes no price
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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
Starter at €2.99 per user per month from five users and Plus at €4.99 per user per month plus a €25.00 monthly subscription fee from ten users are public, with monthly or quarterly billing, billing in five-user packs rounded up, and extras named (a fee for each SMS sent and paid onboarding services). The Pro tier is individual pricing, the SMS and onboarding figures carry no numbers, and we found no public information on VAT treatment or how inactive and seasonal staff are counted. 2 9
The Operations Director
Starter and Plus are published with real arithmetic — €2.99 Pro Benutzer/Monat from Min. 5 Benutzer, €4.99 Pro Benutzer/Monat plus €25.00 monatliche Abogebühr from Min. 10 Benutzer, monthly or quarterly billing, and user packs of five rounded up — and a buyer can see that the DATEV export and API require Plus, Pro or Enterprise. The Pro tier is "Individuelle Preisgestaltung", onboarding services and per-SMS fees carry no figures, and VAT treatment is unstated. 2 9
The Payroll Officer
Starter at €2.99 and Plus at €4.99 per user per month are public, with the €25.00 Plus base fee, minimum users of 5 and 10, monthly or quarterly billing, and billing in five-user packs rounded up all stated. Pro is "Individuelle Preisgestaltung", and we found no public figure for the per-SMS fee or the paid onboarding, nor VAT treatment or minimum term. 2 3 9
The Works Council Advocate
Starter at €2.99 Pro Benutzer/Monat and Plus at €4.99 Pro Benutzer/Monat plus €25.00 monatliche Abogebühr are public with the billing period and the five-user pack rounding stated, so much of the invoice is computable. But the Pro tier is 'Individuelle Preisgestaltung', onboarding is kostenpflichtig without a figure, each sent SMS carries an unnamed fee, VAT treatment and minimum term are unstated, and the integrations sit behind the higher tiers. 2 9
The Frontline Employee
Starter at €2.99 and Plus at €4.99 per user per month are public, with monthly or quarterly billing, minimum user counts and five-user pack rounding all stated plus a tier comparison. But the top plan that holds automatic scheduling is "Individuelle Preisgestaltung" with no number, the per-SMS fee and onboarding services are unpriced, and I found no public information on VAT treatment or how seasonal staff are counted. 2 3 4
The Skeptic
Starter at €2.99 per user per month with a minimum of 5 users and Plus at €4.99 per user per month plus a €25.00 monthly base fee with a minimum of 10 users are public, with billing period, five-user pack rounding and paid onboarding and SMS fees disclosed. But Pro is "Individuelle Preisgestaltung" with no number, onboarding and SMS carry no price, and VAT treatment, minimum term and how inactive or seasonal staff are counted are unstated. 2 3 9
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 |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 22 Sep 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.
- We could not confirm any compliance 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
- 29 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
- 3 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
- 2 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
- 1 hosting 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
- 1 legal 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
- 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
Sources (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.planday.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.planday.com Checked 22 Sep 2026 Details →
- 3 Roster building & demand planning — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 4 Roster building & demand planning — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 5 Working-time law & collective agreements — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 6 Working-time law & collective agreements — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 7 Mobile self-service for deskless staff — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 8 Mobile self-service for deskless staff — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 9 Payroll handoff & integrations — found from sitemap help.planday.com Checked 1 Oct 2026 Details →
- 10 Payroll handoff & integrations — found from sitemap help.planday.com Checked 1 Oct 2026 Details →