Employee Scheduling
Shiftbase
EU-Made Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 2 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Shiftbase B.V. · www.shiftbase.com
Compare with Staffomatic → Report an error on this page Is this your product? →
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Shiftbase is employee scheduling software from Shiftbase B.V. in Zoetermeer, Netherlands, covering shift planning, time clock and absence for shift businesses. The bench scored it strongest on staff self-service, pricing transparency and payroll and integrations, each at 6-7: iOS and Android apps carry availability, open shifts, in-app swaps and a time clock with geofencing in five interface languages; all three paid tiers publish per-employee prices on monthly billing, from Basic at 30 € / Monat to Enterprise at 336 € / Monat; approved hours export in DATEV format and to Personio over the API. Weakest is working time rules at 1-3: the captured pages name no actual rule — no ArbZG daily maximum, 11-hour rest period, breaks, Minijob earnings limit or Tarifvertrag surcharge — and compliance appears only as a coming add-on at 0,50 € / Monat / Mitarbeiter. Roster planning scored 4-6, with no public information on staffing requirements per shift; codetermination and privacy held at 4; sovereignty scored 3-4, with hosting region unconfirmed and the subprocessor list retrievable only behind a password. Weighted totals ranged from 4.0 to 5.3.
Speaks for it
- iOS and Android apps carry availability entry, open shifts, in-app shift swaps and a time clock with stamp locations and geofencing, in five interface languages including German
- All three paid tiers are publicly priced with per-employee increments and monthly billing stated, from Basic at 30 € / Monat to Enterprise at 336 € / Monat
- Approved hours export in DATEV format and to Personio directly over the API, with till revenue flowing back into the schedule
- The 14-day trial runs without payment data, with onboarding packages at fixed one-time prices from 0 € to 575 €
- The GDPR processor role, breach reporting to the German supervisory authority and deletion of data 30 days after the subscription ends are documented
Held against it
- The captured pages name no specific working-time rule — no ArbZG daily maximum, 11-hour rest period, breaks, Minijob earnings limit or Tarifvertrag surcharge — and compliance appears only as a coming add-on at 0,50 € / Monat / Mitarbeiter
- Entity jurisdiction, data residency, ownership and subprocessor exposure are recorded as unconfirmed, with the subprocessor list retrievable only behind a password
- Shiftbase administrators are described as having unrestricted access to all data without customer permission
- We found no public information on qualifications per role, staffing requirements per shift, or labour cost shown against budget while planning
- We found no public information on wage-type mapping per surcharge, corrections after the payroll close, VAT treatment, or minimum term
Best for
- You run a restaurant, hotel or retail shift business and want your team marking availability, swapping and claiming open shifts in an iOS or Android app in five interface languages
- You want pricing you can compute up front, with every paid tier published with per-employee increments, onboarding at fixed one-time prices and a 14-day trial without payment data
- You need approved hours leaving the system in DATEV format or straight to Personio over the API rather than a retyped spreadsheet
Avoid if
- You need rosters that check ArbZG daily maxima, the 11-hour rest period, breaks, Minijob earnings limits or Tarifvertrag surcharges before publication
- You must document hosting region, data residency and subprocessors to a works council or data-protection reviewer before rollout
- Your planning relies on staffing requirements per shift, qualifications per role or labour cost tracked against budget during planning
- Your payroll run depends on surcharge and wage-type mapping with corrections after the month has closed
The scores
Roster building & demand planning
Show reasoningHide reasoning
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
Automatic rostering, availability, open shifts, swap requests and conflict hints are on the homepage, revenue comes back from the till so the plan knows what each shift brought, and multi-site, franchise and enterprise sizes are addressed. But we found no public information on shift templates, qualifications per role, staffing requirements per shift or labour cost shown against budget while planning — so it sits above a plain grid without reaching demand-driven planning. 1 2 4
The Operations Director
Open shifts, availability, swap requests, conflict hints and automatic scheduling are listed, the revenue comes back from the till so the plan knows what a shift brought, and multi-site businesses are addressed — but no staffing requirement per shift, no qualifications, no labour cost against budget while planning, and nothing on sharing staff across sites; the automatic planning and the Shiftbase AI module name are not backed by any documented method. 1 2 4
The Payroll Officer
Availability, open shifts, swap requests, conflict notices and automatic scheduling are all advertised, and pricing shows the plan scaling from a single department to franchise operations, with POS revenue flowing back so each shift's take sits next to the plan. We found no public information on shift templates, qualifications, staffing requirements per shift, or the method behind the automatic scheduling, so the demand side stays in the planner's memory rather than in the system. 1 2
The Works Council Advocate
Availability, open shifts, swap requests, conflict hints and automatic scheduling are all named, and single through multi-location and franchise operations are addressed, so a plan can genuinely be built in the system. I found no public information on qualifications, staffing requirements per shift, labour cost against budget while planning, or cross-location staff sharing; the POS revenue import is described as showing what a shift brought, which reads as retrospective rather than demand forecasting. 1 2
The Frontline Employee
Automatic scheduling and revenue coming back from the till are shown, with open shifts, swap requests and conflict hints across multiple locations and departments. What would make a roster trustworthy — staffing requirements per shift, qualifications, and labour cost against budget while planning — I found no public information on. 1 2
The Skeptic
Availability, open shifts, swap requests, conflict hints and 'automatische Dienstplanung' are on the page, along with departments, multiple locations and franchise sizes — but we found no public information on shift templates, qualifications, per-shift staffing requirements, or labour cost shown against budget while planning. The revenue coming back from the till is the only named data source, and nothing documents what 'Shiftbase AI' uses as input. 1 2 4
Working-time law & collective agreements
Show reasoningHide reasoning
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
All the captured pages give me is a generic 'Konflikthinweise' line and a Compliance Plus add-on marked 'bald' at 0,50 € / Monat / Mitarbeiter. We found no public information naming the eleven-hour rest period, the ArbZG daily maximum, breaks, Minijob earnings limits or Tarifvertrag surcharges — nothing my Saturday-morning roster could lean on. 1 2
The Operations Director
All I get is the single word conflict hints plus a compliance add-on at 0,50 € / Monat / Mitarbeiter that is only marked as coming soon with no description; no ArbZG daily maximum, 11-hour rest, breaks, Minijob limit or collective-agreement surcharge is named anywhere, so I cannot run German rosters on this evidence. 1 2
The Payroll Officer
A Compliance+ add-on is announced as coming soon at "0,50 € / Monat / Mitarbeiter" alongside generic conflict notices, and that is the whole of it — we found no public information on ArbZG daily maxima, the 11-hour rest period, breaks, Minijob earnings limits or Tarifvertrag surcharges. As the one who books night and Sunday supplements, I see nothing on these pages that knows a rule, let alone warns or blocks before publication. 2 1
The Works Council Advocate
Compliance appears only as generic Konflikthinweise and as a Compliance+ add-on marked as coming — I found no public information naming any specific rule: no daily-hours maximum, no 11-hour rest period, no breaks, no Minijob earnings limit, no collective-agreement surcharges. As works council I cannot see what the roster would actually check before publication, so the rules would live in our agreements and in the payroll export rather than in the plan itself. 1 2
The Frontline Employee
Compliance shows up as a coming-soon add-on at 0,50 € per month per employee next to generic conflict hints in the scheduler, but the pages name no actual rule — nothing on the daily maximum, the 11-hour rest period, Minijob earnings limits or Tarifvertrag surcharges. A coming module is a promise, not enforcement. 1 2
The Skeptic
No Arbeitszeitgesetz rest period, break or daily maximum, no Minijob earnings limit and no Tarifvertrag surcharge is named anywhere in the captured pages, and nothing says whether a check blocks, warns or is merely exported. The only compliance item anywhere is a priced add-on marked 'bald' whose contents are not described. 1 2 4
Mobile self-service for deskless staff
Show reasoningHide reasoning
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 an iOS and Android app with availability, open shifts, in-app swaps and takeovers, a stamp clock with stamp locations and geofencing, and five interface languages including German. But we found no public information that swaps and open shifts are checked against qualifications or rest rules before approval, no offline handling for the clock, and the team chat is early access at t.b.d. 1 2 4
The Operations Director
The app story is credible: availability, open shifts and swap-and-takeover in the app on iOS and Android, a time clock with stamp locations and geofencing, MFA and five interface languages — but nothing shows swaps checked against rules before approval, offline handling or push notification of changes, and the team chat is only early access with a price still to be decided. 1 2 4
The Payroll Officer
The iOS and Android app carries availability, open shifts and swap requests — the team trades and takes over shifts in the app — in five interface languages, with a time clock and geofencing for stamping in. We found no public information on qualification or rest checks before a swap is approved, offline handling, or employees seeing and exporting their own data, and the team chat is early access with no price yet. 1 2 4
The Works Council Advocate
The team gets iOS and Android apps with availability entry, open shifts and in-app shift swaps and covers, in five interface languages, plus a time clock with stamping locations and geofencing. I found no public information on whether swaps are checked against qualifications or rest periods before approval, on offline handling, or on employees being able to see and export the data held about them — the last point matters to me before any works agreement. 1 2 4
The Frontline Employee
This is what I judge by: an iOS and Android app where my team marks availability, swaps and takes over shifts, and claims open shifts, with a time clock including geofencing, and the interface in five languages including German. The chat meant to move shift talk out of WhatsApp is still early access, and I found no public information on push notification of roster changes, offline clock-in, or swaps checked against rules before approval. 1 2
The Skeptic
iOS and Android apps with availability entry, open shifts, in-app swaps, absences and holiday, a time clock with stamp locations and geofencing, and five interface languages are shown. We found no public information on manager approval of swaps, push notification of changes, offline clock-in handling, or swaps and open shifts being checked against qualification or rest-period rules; team chat is an early-access add-on priced 't.b.d.'. 1 2 4
Works council & employee data
Show reasoningHide reasoning
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
Roles and permissions exist and the privacy policy states deletion 30 days after the subscription ends, retention up to 90 days, and that Shiftbase administrators have unrestricted access to all data without permission — a line any works council will want discussed. We found no public information on configurable visibility of absence reasons, an audit log, geofencing being switchable or vendor documentation for works-council approval, and the subprocessor list is only retrievable with a password. 2 3
The Operations Director
Rights and roles exist and the privacy policy states retention and deletion windows after termination plus a no-sale commitment, but geofencing is offered with no statement that it can be switched off, and I found no public information on visibility of absence reasons, an audit log of who viewed or changed an individual's data, or documentation the vendor offers for works-council approval. 2 3
The Payroll Officer
Rights and roles exist, retention is stated (data deleted from all systems 30 days after the subscription ends, backups held 60 days), and the vendor commits not to sell employee data, with the subprocessor list retrievable behind a password. We found no public information on an audit log of who viewed or changed an individual's data, configurable deletion periods, works-council documentation, or whether geofencing can be switched off — the first questions a Betriebsverein under § 87 BetrVG will put on the table. 2 3
The Works Council Advocate
Roles and permissions are named, and the privacy policy states deletion of all data 30 days after the subscription ends, retention capped at 90 days, 60-day backups, and no sale or commercial use of employee data — a workable basis. But geofencing is offered with no word on switching it off or on it being optional, Shiftbase administrators are described as having unrestricted access to all data without permission, the subprocessor list is retrievable only with a password, and I found no public information on an audit log of who viewed or changed an individual's data, on configurable visibility of absence reasons, or on documentation for works-council approval. 2 3
The Frontline Employee
Roles and rights exist and deletion after the subscription ends is stated (30 days, 90 at most), which is more clarity than most give. But I found no public information on configurable visibility of absence reasons, whether geofencing can be switched off, an audit log of who viewed my data, or documentation a works council could use — and the vendor's own administrators are described as having unrestricted access to all data without permission. 2 3
The Skeptic
Roles and permissions, processor status, breach reporting to the German supervisory authority and deletion after subscription end are documented, and admin full access without customer permission is disclosed — but geofencing is offered with no statement on switching it off, and we found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed a person's data, or documentation for works-council approval. The captured pages also give different figures for how long data is kept after termination (30, 60 and 90 days each appear). 2 3
Payroll handoff & integrations
Show reasoningHide reasoning
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
Approved hours go out in DATEV format and directly to Personio via API, till revenue returns to the plan, and an API documentation exists, with payroll, HR and till connections bundled in App Center+ at 20 € / Monat, Pauschale. We found no public information on wage types mapped per surcharge or on a maintained lock step beyond the release of approved hours, and the open API access sits in the Enterprise plan. 1 2 4
The Operations Director
Approved hours go out in DATEV format and to Personio directly over the API, a payroll-preparation module plus the App Center+ flat fee connect Lohn, HR and Kasse, and API documentation is public — what I miss is wage-type mapping per surcharge and any named payroll system maintained by the vendor rather than reached through a format export. 1 2 4
The Payroll Officer
Approved hours go out in DATEV format and to Personio over the API, the POS returns revenue to the roster, and a documented open API exists on the Enterprise plan — the month does not leave as a spreadsheet someone retypes. But the pages say nothing about surcharges: we found no public information on night, Sunday or holiday wage types in the export, absences on their way to Lohn und Gehalt, or corrections after the month has closed, which is where my month actually breaks. 1 2 4
The Works Council Advocate
Approved hours export in DATEV format, Personio connects directly over the API, POS revenue flows back into the plan, and an open API with documentation is offered on the Enterprise plan — a real path for the month with an approval step before transmission. I found no public information on wage types mapped per surcharge, retro corrections after the close, or a lock step before each transmission beyond the approval of hours; the connection bundle costs 20 € / Monat as a flat fee. 1 2 4
The Frontline Employee
Approved hours go out in DATEV format and to Personio directly over the API, the approval step before export is in the flow, and there is an open, documented API plus till revenue flowing back in. I found no public information on surcharge or wage-type mapping, or how corrections after the payroll close are handled — and the API sits behind the Enterprise plan. 1 2 4
The Skeptic
Approved hours go out in DATEV format, Personio connects via API, till revenue flows back to the schedule, and API documentation exists — a real handoff, not a spreadsheet. But the open API sits only in the Enterprise plan, surcharge and wage-type mapping is not described, and we found no public information on a lock step before transmission beyond 'freigegebene Stunden', retro corrections, tax-adviser access, webhooks or a deprecation policy. 1 2 4
European sovereignty
panel opinion
Show reasoningHide reasoning
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 legal notice and privacy policy name Shiftbase B.V. at Groeneweg 2A, Zoetermeer with a KvK Zoetermeer registration, which gives me an EU contracting entity. But the captured pages leave the hosting region unstated, the subprocessor list sits behind a password rather than published, and we found no public information on a certification or a DPA covering employee data collected on personal devices. 1 3 4
The Operations Director
The contracting entity is Shiftbase B.V. in Zoetermeer with KvK registration and a Dutch VAT number, which I can confirm; but I found no public information on the hosting region, and the subprocessor list is retrievable only behind a password — for availability and geofenced clock-in data on employees, that is not enough to place the data chain. 3 4
The Payroll Officer
The contracting entity is Shiftbase B.V. in Zoetermeer with KVK and VAT numbers published on the vendor's own pages, and data leaks are reported to the supervisory authority responsible in Germany. We found no public information on where employee data is hosted or which data-centre provider stands behind it, and the subprocessor list sits behind a password, so the chain a works council or DPA reviewer would want to inspect is not published openly. 3 4
The Works Council Advocate
The legal notice and privacy policy name Shiftbase B.V. in Zoetermeer with a KvK number and Dutch VAT ID, so the contracting entity is European and the GDPR processor role is stated. But the hosting region is nowhere evidenced, and the subprocessor list is only retrievable with a password — for a tool holding my colleagues' availability, absence and location data I cannot assess who processes it where, and no safeguards for non-EU services such as push notification are named. 1 3 4
The Frontline Employee
The legal notice confirms Shiftbase B.V. with a KvK registration in Zoetermeer, Netherlands, but for everything that decides where my availability and clock-in data actually live I found no public information: no hosting region, no ownership, and the subprocessor list is only retrievable behind a password. For a tool full of employee data, that is far too much left unsaid. 3 4
The Skeptic
The legal notice names Shiftbase B.V. in Zoetermeer with KvK and VAT numbers, yet the independently sourced sovereignty attributes record entity jurisdiction, data residency and subprocessor exposure as unconfirmed. Hosting region and data-centre provider appear nowhere public, and the subprocessor list is retrievable only behind a password rather than published — so where the employee data physically lives remains a question the pages do not answer. 3 4
Pricing transparency
Show reasoningHide reasoning
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
All three tiers are public with the per-employee maths — Basic 30 € / Monat including 6 Mitarbeitende at 4 €/Monat each extra, Premium 72 € / Monat including 12 at 5 €, Enterprise 336 € / Monat including 48 at 6 € — and onboarding packages and add-ons carry numbers, with a 14-day trial needing no payment data. The chat add-on is t.b.d., and we found no public information on VAT treatment, minimum term or how inactive or seasonal staff are counted. 2 3 4
The Operations Director
Every tier carries per-employee maths on a stated monthly bill, add-ons are priced (App Center+ 20 € / Monat, HR Pro 1 € / Monat / Mitarbeiter), and even onboarding is published from 0 € to 575 € one-off, so I can nearly compute the annual invoice; the gaps are the chat at t.b.d., no VAT treatment, no minimum term, and nothing on how inactive or seasonal staff are counted. 2
The Payroll Officer
Every tier is public with the per-employee arithmetic spelled out — "30 € / Monat" with 6 included and "4 €/Monat" per additional head, up to Enterprise at "336 € / Monat" with 48 included — plus priced add-ons and four onboarding packages, and monthly billing is stated. VAT treatment, minimum term and how inactive or seasonal staff are counted are unstated, and the chat module is "t.b.d.", so the true annual invoice needs one conversation to pin down. 2 4
The Works Council Advocate
Every main tier is public with per-employee maths and monthly billing — Basic 30 € / Monat including 6 Mitarbeitende with 4 €/Monat je weiterem Mitarbeitenden, Premium and Enterprise likewise — and the add-ons carry figures: App Center+ 20 € / Monat Pauschale, HR Pro 1 € / Monat / Mitarbeiter, Compliance+ 0,50 € / Monat / Mitarbeiter, and onboarding packages between 0 € and 575 € einmalig. What a buyer still cannot compute: VAT treatment, minimum term, how inactive or seasonal staff are counted, and the chat add-on stands at t.b.d. 2
The Frontline Employee
All three paid tiers come with the per-employee maths spelled out, onboarding packages carry fixed one-time fees, and the Lohn/HR/Kasse add-on is 20 € a month flat — I can genuinely picture the monthly invoice. The team chat has no number yet, and I found no public information on VAT treatment or how seasonal and inactive staff are counted. 2
The Skeptic
All three paid tiers carry public prices with per-employee increments and monthly billing stated, onboarding has fixed one-time prices from 0 € to 575 €, and the trial needs no payment data — decent arithmetic for a buyer. But the chat add-on is 't.b.d.', and we found no public information on VAT treatment, minimum term, how seasonal or inactive staff are counted, or which tier carries the time clock and payroll export. 1 2 3
European sovereignty — proven facts
2 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 NL | 3/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | US CLOUD Act reach ⚠ unverified | 0/2 pts | 5 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 — Data residency. Not confirmed on the vendor’s own pages as captured.
- Weak sourcing — Subprocessors. Mixpanel and Customer.io are US-headquartered, while Google is engaged only through its Irish contracting entity Google Ireland Limited; GetStream and Hotjar are EU-based and every listed data location is stated as EU.
- 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.
- 30 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
- 9 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
- 7 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
- 7 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
- 5 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
- 3 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
- 3 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
- 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 (15)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.shiftbase.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.shiftbase.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.shiftbase.com Checked 22 Sep 2026 Details →
- 4 Legal notice www.shiftbase.com Checked 22 Sep 2026 Details →
- 5 Security / trust page trust.shiftbase.com Checked 30 Sep 2026 Details →
- 6 Roster building & demand planning — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 9 Working-time law & collective agreements — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap www.shiftbase.com Checked 1 Oct 2026 Details →
- 11 Mobile self-service for deskless staff — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 13 Works council & employee data — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 14 Payroll handoff & integrations — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →
- 15 Payroll handoff & integrations — found from sitemap help.shiftbase.com Checked 1 Oct 2026 Details →