Employee Scheduling
RotaCloud
UK / wider Europe Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 1 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Kettle and Keyboard Ltd · rotacloud.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
RotaCloud, from Kettle and Keyboard Limited of York, England, scores best on staff self-service, where ratings run from 4 to 6, and roster planning at 4: free mobile apps, shift swapping and availability patterns are documented, alongside a drag-and-drop builder with templates, unlimited sites and departments, and daily, weekly and monthly labour costs; Pro adds labour forecasting as staff costs as a percentage of sales. Working time rules sits at 0: no daily-hours maximum, rest period, break rule or collective-agreement check is named in the captured pages, and TOIL tracking and lateness flagging are leave administration, not legal checks. Sovereignty runs 1 to 3 and pricing transparency 2 to 4: we found no public information on the hosting region, Google, Facebook and Stripe are named 'based outside the EU', add-ons are priced at 4.50 and 2 with the unit not labelled, and we found no public information on per-employee plan prices. The pricing page says you are free to leave whenever you want; the terms describe automatic renewal for the same subscription term with no refund for the remaining term.
Speaks for it
- Free mobile apps with automatic shift notifications, staff availability patterns, shift swapping and holiday, sickness and absence tracking in the standard plan.
- Drag-and-drop rota builder with templates, unlimited sites and departments, and daily, weekly and monthly labour costs.
- Pro plan adds labour forecasting as staff costs as a percentage of sales plus budget caps while scheduling.
- Processor terms go beyond bare roles — breach notification without undue delay, seven-day notice of employee access requests, and a written deletion certificate within ten business days.
- No setup fees, a 30-day free trial with no payment info required, and free live chat and phone support from York.
Held against it
- Working time rules sits at 0 — the captured pages name no statutory check on daily hours, rest periods, breaks, youth limits or collective-agreement surcharges.
- Hours reach payroll only as a generic payroll report and export inside the paid Time & Attendance add-on, with no payroll system named and no wage-type or surcharge handling described.
- The contracting entity is Kettle and Keyboard Limited under English law and the exclusive jurisdiction of the English courts; we found no public information on the hosting region; and the privacy policy names Google, Facebook and Stripe as based outside the EU.
- Time & Attendance is priced at 4.50 and SMS notifications at 2, both in GBP with the unit not labelled, and we found no public information on per-employee prices for the Standard or Pro plans.
- We found no public information on staffing requirements per shift, qualifications or coverage gaps before publication, so the rota rests on the planner's own judgement.
Best for
- You run a hospitality, retail or care business and want a straightforward drag-and-drop rota with free mobile apps and shift swapping.
- You already run payroll elsewhere and only need a payroll export plus a publicly documented API.
- You want a low-commitment start: a 30-day free trial with no payment info required and no setup fees.
- Your team mainly needs leave administration — holiday management, TOIL tracking, sickness and absence tracking — with customisable user permissions.
Avoid if
- You need the tool to warn on or block statutory working-time limits — rest periods, daily hours or collective-agreement surcharges — before a rota is published.
- Your works council or data-protection officer requires EU-hosted employee data — the pages name Google, Facebook and Stripe as based outside the EU and we found no public information on the hosting region.
- You need a named payroll connection with wage-type and surcharge handling rather than a generic export.
- You need to compute the annual invoice for your headcount from published prices before committing.
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
The drag-and-drop builder with templates, unlimited sites and departments, and daily, weekly and monthly labour costs is a decent Thursday-night tool, and the Pro plan adds labour forecasting as a percentage of sales plus budget caps while scheduling. But the planner draws the rota themselves: we found no public information on staffing requirements per shift, qualifications or skills that stop the wrong person landing on a shift, coverage warnings before publication, or automatic roster proposals. 1 2
The Operations Director
Templates, unlimited sites and departments, drag-and-drop building and copying tools are all shown, and the Pro tier adds budget caps and daily, weekly and monthly labour costs while scheduling plus a labour forecast expressed as staff costs as a percentage of sales. But no data source is named behind that forecast, no automatic roster proposal is described, and we found no public information on roles, qualifications, staffing requirements per shift, coverage gaps or sharing staff across sites. 1 2
The Payroll Officer
Templates, unlimited sites and departments, and drag-and-drop building are public, and the Pro plan adds labour forecasting against sales plus budget caps while scheduling. But we found no public information on roles or qualifications, staffing requirements per shift, open shifts, or coverage gaps shown before publication, so the plan stays hand-drawn and the forecast reports cost rather than proposing who works. 1 2
The Works Council Advocate
The pricing page lists drag-and-drop rota planning, templates, copying tools, unlimited sites and departments, and daily, weekly and monthly labour costs, with the Pro plan adding labour forecasting shown as staff costs as a percentage of sales. We found no public information on qualifications, staffing requirements per shift, coverage warnings, open shifts or automatic roster proposals, so how many people a shift needs stays in the planner's head. The forecasting hint names no data source and produces no proposals a planner could accept or adjust. 1 2
The Frontline Employee
Drag & drop planning, time-saving templates, copying tools, unlimited sites and departments, and daily-to-monthly labour costs are all listed, and the Pro plan adds labour forecasting as staff costs as a percentage of sales plus budget caps while scheduling. I found no public information on roles or qualifications, staffing requirements per shift, open shifts, coverage gaps before publication, or automatic roster proposals, so planning rests on the planner's own memory of who can do what. 1 2
The Skeptic
Templates, unlimited sites and departments, and labour cost views are documented, and the Pro plan promises "labour forecasting – see staff costs as a percentage of sales" — but that forecasting names no data source, and I found no public information on staffing requirements per shift, qualifications, coverage gaps before publication, or the system proposing a roster; the drag-and-drop builder leaves the thinking to the planner. 1 2
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
We found no public information on any working-time check — the captured pages mention no control of daily hours, breaks or rest periods, and nothing on youth, maternity or collective-agreement surcharges. Holiday embargoes, TOIL tracking and automatic lateness flagging are described, but that is leave administration, not a rest-period warning before I publish. 1 2
The Operations Director
Across the homepage, pricing and time-and-attendance copy I found no public information on any check of daily hours, breaks or rest periods, and nothing on collective agreements, surcharges, youth protection or minijob earnings limits. The only rules named anywhere are holiday embargoes, lateness flagging and GPS clock-in restrictions. 1 2
The Payroll Officer
Across the product and pricing pages I found no named working-time rule at all — nothing on daily-hour maximums, rest periods, breaks, youth or maternity protection, Minijob earnings limits, or surcharges from any collective agreement. The closest items are holiday embargoes and automatic lateness flagging, which are not working-time law; every hour-rule question is left to the export. 1 2
The Works Council Advocate
The captured pages mention no check on daily hours, breaks, rest periods, youth or maternity protection, or collective-agreement surcharges — not even a generic overtime warning. The nearest features are TOIL tracking and 'automatic lateness flagging', and lateness flagging is employee monitoring, not working-time compliance. Every statutory limit is left to whoever builds the rota and reads the export. 1 2
The Frontline Employee
Nothing in the captured pages names a single working-time check — no daily hours maximum, no rest period, no break rule, no youth or collective-agreement provision of any kind. The nearest features are TOIL tracking, holiday embargoes and rules, and a scheduled-versus-worked comparison, none of which is described as a legal check on the roster. 1 2
The Skeptic
I found no public information naming any statutory check — no daily-hours maximum, eleven-hour rest period, break rule, youth or maternity limit, Minijob earnings limit or collective-agreement surcharge appears anywhere in the captured pages; the closest features are TOIL tracking, holiday accrual and automatic lateness flagging, and none of these is described as blocking or even warning about a violation. 1 2
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
There is a free mobile app with automatic shift notifications, staff availability patterns, shift swapping, sickness and absence tracking, and clocking in by smartphone or static terminal comes with the paid Time and Attendance module. We found no public information on open shifts staff can claim on their own, whether a swap needs a manager's approval before it lands, or language coverage beyond English. 1 2
The Operations Director
Free mobile apps with availability patterns, shift swapping, unlimited email and push notifications, and mobile or terminal clock-in with reminders are all listed publicly, which takes the shop-floor experience past a basic roster view. We found no public information on open-shift claiming, manager approval of swaps, offline handling, multilingual coverage, or swaps checked against qualifications and rest periods. 1 2
The Payroll Officer
Staff get free mobile apps with availability patterns, shift swapping, push notifications and optional SMS, plus clocking in by smartphone or terminal. We found no public information on open-shift claiming, manager approval of swaps, offline handling or language coverage, so the app itself is real but the flows around it are undescribed. 1 2
The Works Council Advocate
Free mobile apps, staff availability patterns, shift swapping, holiday management, sickness and absence tracking and included email and push notifications sit in the standard plan, with smartphone and terminal clocking in sold as a paid add-on. We found no public information on open-shift claiming, manager approval of swaps, multilingual interfaces or offline clocking. Solid basics for the shop floor, but the pages stop at listing features. 1 2
The Frontline Employee
Free mobile apps come with automatic shift notifications, staff availability patterns, shift swapping, holiday and absence management, and clocking in by phone or a free terminal app — though the time clock sits in a paid add-on. I found no public information on open-shift claiming, how swap approvals work, offline handling, or a multilingual interface, so I can't tell whether it truly works for someone who never opens a laptop. 1 2
The Skeptic
Free mobile apps, push notifications, availability patterns, shift swapping and holiday management are in the standard plan, and clocking in via smartphone or a free terminal app sits in the Time & Attendance add-on priced at 4.50 with no labelled unit — genuine two-way self-service; I found no public information on open-shift claiming, swaps checked against qualifications or rest periods, offline handling, or language coverage. 1 2
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
Customisable user permissions exist, the privacy policy states retention (six years for tax purposes, anonymised data indefinitely) and that no special-category data is collected, and the terms promise a written deletion certificate and breach notification without undue delay. We found no public information on hiding absence reasons from colleagues, an audit log of who viewed or changed an individual's data, whether GPS-restricted clocking can be switched off, or documentation the vendor offers for a works agreement. 2 3 4
The Operations Director
Customisable user permissions, published processing terms with breach notification and a written deletion certificate, and a named subprocessor list give a works council something concrete to read. But we found no public information on visibility controls for absence reasons or location data, no audit log of views, no deletion periods for employee records, and GPS restrictions on clock-in are presented with no mention of switching them off. 2 3 4
The Payroll Officer
Customisable user permissions, a named subprocessor chain, breach notification, and a ten-business-day deletion certificate are public, and retention is stated for customer tax records with anonymised data kept indefinitely. GPS restrictions on clocking-in come with no statement that monitoring can be switched off, we found no public information on an audit log of who viewed or changed an individual's data, and nothing aimed at works-council approval. 2 3 4
The Works Council Advocate
Customisable user permissions are in the standard plan, the terms promise deletion certified in writing within ten business days and export of data on request, and a privacy contact is named. But we found no public information on an audit log of who viewed or changed an employee's record, on whether absence reasons can be hidden from colleagues and line managers, or on whether the 'GPS restrictions' in the clocking tool can be switched off — a location check presented as a feature, with no statement that it can be turned off, is exactly what I cannot sign. Retention is stated only for customer records (six years for tax), anonymised data may be used indefinitely, and I found no retention statement for employee records. 2 3 4
The Frontline Employee
Customisable user permissions are listed, and published terms cover the processor role, breach notification, a written deletion certificate, and seven-day notice when an employee asks for their data, with retention stated for customer records. I found no public information on fine-grained visibility of absence reasons, an audit log of who viewed or changed someone's data, configurable deletion periods for employee records, or documentation for works-council approval — and GPS restrictions on clock-ins are presented without any statement of a default or a switch-off. 2 3 4
The Skeptic
Customisable user permissions and unusually concrete processor terms — breach notification without undue delay, seven-day notice of an employee access request, written deletion certificate within ten business days — go beyond bare roles; but GPS restrictions appear only as a clocking feature and I found no public information on deactivating them, on retention of employee availability and absence data, on any audit log, or on documentation for works-council approval. 2 3 4
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
Hours reach payroll through a generic payroll report and export, and calendar and HR integrations are listed without a named counterpart; we found no public information naming a payroll system or handling surcharges and wage types. A documented API is offered and services are contractually supplied via website and API, but the month still leaves as a file rather than a maintained payroll connection. 1 2 4
The Operations Director
A payroll report and export, a documented API, and calendar and HR integrations are public, but no payroll system is named on the captured pages and we found no public information on surcharge handling, wage-type mapping, POS integrations or any lock step before transmission. The month still leaves as a generic export someone has to map by hand. 1 2 4
The Payroll Officer
The month leaves as a generic "Payroll report & export" from the Time & Attendance module — no named payroll system, no wage types for night, Sunday or holiday surcharges, no lock step before transmission and no retro corrections after the close. An API with published docs and unnamed "Calendar & HR integrations" exist, but as far as the public pages show, the surcharge arithmetic is somebody's spreadsheet at month-end. 1 2 4
The Works Council Advocate
What the pages show is a 'Payroll report & export' inside the paid Time & Attendance add-on, publicly documented API docs, and unnamed 'calendar & HR integrations'. We found no public information on any named payroll system, wage-type or surcharge mapping, or a POS connection feeding the plan. The month leaves as a report a payroll clerk retypes. 1 2
The Frontline Employee
A payroll report & export is listed, an API with public documentation is offered, and calendar & HR integrations appear as a feature — but no payroll system is named anywhere, the integrations are unnamed, and surcharge handling is never mentioned. That is a generic export plus a documented API, with nothing on wage types, a lock step before transmission, or a POS feed. 1 2 4
The Skeptic
The handoff is a "Payroll report & export" inside the paid Time & Attendance add-on with no payroll system named and no surcharge or wage-type handling described, and the "Calendar & HR integrations" name no product; API docs are linked from the homepage and the terms promise delivery via Website and/or API, but the captures show nothing of scope, versioning or webhooks. 1 2 4
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 contracting entity is Kettle and Keyboard Limited registered in England and Wales, the contract is governed by English law with the exclusive jurisdiction of the English courts, and the captured pages give no hosting region beyond the product being 100% web-based. Subprocessors are named but include Google, Facebook, Stripe and support providers in the USA, with transfers covered only by a generic adequacy-decision-or-Standard-Contractual-Clauses clause. 1 3 4
The Operations Director
The contracting entity is Kettle and Keyboard Limited registered in England and Wales, the hosting region is not stated, and the named subprocessor chain runs through Google, Facebook, LinkedIn, Twitter and Stripe based outside the EU plus support providers in the USA, with adequacy decisions or Standard Contractual Clauses named as the transfer mechanism. Naming the subprocessors keeps this off the floor, but nothing on the captured pages shows EU or DACH hosting or a data-centre provider. 3 4
The Payroll Officer
The contracting entity is Kettle and Keyboard Limited of York under English law and the exclusive jurisdiction of the English courts, and the hosting region is not stated anywhere beyond "100% web-based". Subprocessors are at least named — Google and Facebook analytics "based outside the EU", Stripe, and support providers in the USA — with transfers permitted under adequacy decisions or SCCs, but no page shows where employee data lives or explains a safeguard for the non-EU legs. 1 3 4
The Works Council Advocate
The contracting entity is Kettle and Keyboard Limited, registered in England and Wales, under English law and the exclusive jurisdiction of the English courts, and we found no public information on where employee data is hosted. The named processor list runs through Google, Facebook and Stripe 'based outside the EU' and support providers in the USA, with transfers relying on adequacy decisions or Standard Contractual Clauses. Availability, absence and clocking data about employees who never chose this vendor would sit with a third-country entity — I weigh that heavily. 3 4
The Frontline Employee
The contracting entity is Kettle and Keyboard Limited, registered in England and Wales under English governing law, and the hosting region is not stated anywhere in the captures. The published subprocessor list names Google and Facebook for analytics, support providers in the USA, and Stripe for payments, with adequacy decisions or Standard Contractual Clauses named as the transfer mechanism — so my availability and absence data would sit with a non-EU vendor and non-EU processors, with no EU element evidenced anywhere in the chain. 3 4
The Skeptic
The contracting entity is Kettle and Keyboard Limited, registered in England and Wales, under English law and the exclusive jurisdiction of the English courts, and I found no public information on the hosting region; the privacy policy names Google, Facebook and Stripe "based outside the EU" plus advertising networks and support providers including the USA, with only a generic adequacy-or-SCC clause as the safeguard. 3 4
Pricing transparency
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How this is scored
Whether a buyer can compute the real annual invoice for their headcount and locations — including the time clock, payroll export, forecasting and other modules sold as add-ons — from public pages alone.
0 — No public prices at all; every tier is a sales conversation.
3 — A per-employee headline exists, but which features sit in which tier, the add-on modules, or a minimum seat or location count are unpriced or unmentioned.
5 — Per-employee or per-location prices public for the main tiers with the billing period stated, but at least one commonly needed piece (time clock, payroll export, forecasting, terminal hardware) is an unpriced add-on.
8 — Every tier and add-on priced publicly with the per-employee maths, how inactive or seasonal staff are counted, minimum term and VAT treatment stated; only genuinely custom work lacks a number.
10 — Complete price computability: a calculator or table producing the annual invoice for a given headcount, location count and module selection, including hardware, onboarding and renewal terms.
The Shift Manager
The pricing page shows one simple monthly fee with no setup fees, no contract, a 30-day trial without payment details, VAT charged on top per the terms, and priced add-ons for Time & Attendance 4.50 and SMS notifications 2 — but the add-on prices carry no labelled unit and we found no public information on the base plan price, so an annual invoice for my headcount cannot be computed from what is captured. The Standard versus Pro feature split is listed, which helps, but the per-person maths is missing. 2 4
The Operations Director
The pricing page shows add-on figures — Time & Attendance 4.50 and SMS notifications 2 — without labelling the unit, and states no setup fees, one simple monthly fee with freedom to leave, a 30-day trial without payment details, and VAT on top. We found no public information on a per-employee price for the main plans in the captured pages, so a buyer cannot compute the real annual invoice for their headcount and locations. 2 4
The Payroll Officer
Public prices appear only for two add-ons — "Time & Attendance 4.50" and "SMS notifications 2" in GBP — with the unit not labelled on the page, and we found no public information on the per-employee or per-user price of the core subscription or the Pro plan that carries the forecasting. With prices quoted plus variable VAT and a "simple monthly fee" whose amount is not shown, a buyer cannot compute the annual invoice from public pages. 2 4
The Works Council Advocate
The pricing page prices the add-ons — Time & Attendance at 4.50 and SMS notifications at 2, both GBP with the unit unlabelled — alongside a no-contract monthly fee, no setup fees, a 30-day trial with no payment information, and terms stating prices are plus variable VAT. We found no public information on the per-employee prices of the standard and Pro plans or any minimum headcount. A buyer cannot compute the annual invoice for their headcount and locations from what was captured. 2 4
The Frontline Employee
The pricing page publishes two add-ons — Time & Attendance at 4.50 and SMS notifications at 2 — but the unit is not labelled on the page, and I found no per-employee figure for the Standard or Pro plans in the captured pages, so the real annual invoice cannot be computed. The commercial frame is stated clearly enough: one simple monthly fee, no setup fees, no contract, VAT charged on top, and a 30-day trial with no payment details. 2 4
The Skeptic
The pricing page maps features to tiers and prices the Time & Attendance add-on at 4.50 and SMS notifications at 2 without labelling the unit, but I found no per-employee price for the plans themselves in the captured pages and no public information on how seasonal or inactive staff are counted; the pricing page says you are free to leave whenever you want while the terms describe automatic renewal for the same subscription term with no refund of sums for the remaining term — the captured pages give different positions on exit. 2 4
European sovereignty — proven facts
1 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 | Incorporated in GB | 1/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | 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.
- Weak sourcing — Subprocessors. 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.
- 37 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
- 5 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
- 4 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
- 4 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
- 1 integrations fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 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
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (14)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage rotacloud.com Checked 22 Sep 2026 Details →
- 2 Pricing page rotacloud.com Checked 22 Sep 2026 Details →
- 3 Privacy policy rotacloud.com Checked 22 Sep 2026 Details →
- 4 Terms of service rotacloud.com Checked 22 Sep 2026 Details →
- 5 Security / trust page rotacloud.com Checked 30 Sep 2026 Details →
- 6 Roster building & demand planning — found from sitemap rotacloud.com Checked 1 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap rotacloud.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap help.rotacloud.com Checked 1 Oct 2026 Details →
- 9 Working-time law & collective agreements — found from sitemap help.rotacloud.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap rotacloud.com Checked 1 Oct 2026 Details →
- 11 Mobile self-service for deskless staff — found from sitemap help.rotacloud.com Checked 1 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap help.rotacloud.com Checked 1 Oct 2026 Details →
- 13 Payroll handoff & integrations — found from sitemap rotacloud.com Checked 1 Oct 2026 Details →
- 14 Payroll handoff & integrations — found from sitemap rotacloud.com Checked 1 Oct 2026 Details →