Employee Scheduling
ShiftJuggler
EU-Made 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 SSH Online-Services GmbH · www.shiftjuggler.com
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No written verdict for this product
The panel scored ShiftJuggler, but the summary our synthesizer wrote did not survive our own contradiction check — twice. Rather than print a paragraph we cannot stand behind, we print none. Every score, rationale and source below is unaffected; read them and draw the conclusion yourself.
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
Shift templates, qualifications checked at assignment, required headcount per shift, multi-site planning and a conflict check before I hit publish are all there, and the automatic roster proposal is explained as structured evaluation of thousands of plan variants rather than AI magic, sold as a paid add-on. I found no public information on demand planning from a named source like POS revenue or footfall, or on planned labour cost against budget, so the proposal builds from my rules, not from my demand. 1 5 6 7
The Operations Director
The optimisation method is documented rather than waved off as AI — it evaluates thousands of plan variants against rest times, working-time limits and the number of people needed per shift, with manual adjustment afterwards, and shift templates, qualification checks and floater pools across sites are all evidenced. But I found no public information on planning from POS revenue, footfall or occupancy data, and no view of labour cost against budget while the plan is still editable; the automatic roster itself is a paid add-on. 1 5 6
The Payroll Officer
The planner enters staffing needs per shift, rest times and working-time limits, and an algorithm proposes a complete roster in minutes — booked as a paid add-on — with manual adjustment always possible and the vendor explaining its method as structured evaluation of thousands of plan variants rather than learning from data. Templates, qualification fields such as the §34a certificate, multi-location planning and conflict checks before publication are all evidenced. We found no public information on demand planning from a named source such as POS revenue or occupancy, on labour cost shown against budget while planning, or on cross-location staff sharing. 1 5 6 7
The Works Council Advocate
Templates, qualification checks such as the §34a Sachkundenachweis fields, a required headcount per shift and an automatic roster proposal the planner can adjust are all evidenced, and the vendor explains its method as structured evaluation of thousands of plan variants rather than learning from data. We found no public information on demand-based planning from a named source such as POS revenue or occupancy, or on labour cost shown against budget while planning. 1 5 6 7
The Frontline Employee
The planner side is real: shift templates, drag-and-drop with live collision checks, qualifications and the number of people needed per shift, several sites planned centrally, and an automatic roster as a paid add-on whose method the vendor even explains — structured evaluation of thousands of plan variants rather than learning from data. I found no public information on planning from a named demand source such as till revenue, footfall or bookings, or on labour cost shown against budget while planning. 1 5 6 7
The Skeptic
Templates, roles with certificate fields like the §34a Sachkundenachweis, staffing requirements per shift and central multi-location planning are all evidenced, and an automatic roster proposal exists as a paid add-on the planner can adjust and restart. Credit where due: the vendor says plainly that the "KI" is not learning from data but scoring thousands of plan variants against stored rules, availabilities and headcounts — but that means no demand source (POS revenue, footfall, occupancy) feeds the plan, and we found no public information on labour cost shown against budget while planning. 1 5 6
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
Rest periods, working-time limits and double bookings are checked before the plan is published, break rules and night/Sunday/holiday surcharges are configured, and company rules are checked alongside the law, so the rest-period warning I want before publication is real. I found no public information on a Minijob earnings warning, on youth or maternity protection limits, or on whether a violation blocks publishing or only warns. 1 5 7 8
The Operations Director
Whether a violation blocks or only warns is not stated, and I found no public information on a Minijob earnings warning, Tarifvertrag rule sets per employee group, youth-protection limits or a recorded planner override. 1 5 7 8
The Payroll Officer
What matters at payroll time is the gap: we found no public information on a Minijob earnings warning, youth or maternity protection, per-Tarifvertrag rule sets, or whether a detected violation blocks publication or only warns. 1 5 7 8
The Works Council Advocate
We found no public information on a Minijob earnings warning, youth or maternity protection, on whether a detected violation blocks publication or only warns, or on a planner's override being recorded with a reason. 1 5 6 7 8
The Frontline Employee
Rest periods and working-time-law conflicts are checked before a plan is published, and night, Sunday and holiday surcharges, break rules and individual time accounts are all documented — that matters when you string two jobs together. I found no public information on a Minijob earnings warning, youth-protection limits, collective agreements by name, whether a violation blocks publication or only warns, or any recorded and reasoned planner override. 1 5 6 7 8
The Skeptic
The pages do name their checks: ArbZG violations, undershot rest periods and double bookings are detected before the plan is published, with break rules and night, Sunday and holiday surcharges on top. What they never say is the thing that matters — whether a violation blocks publication, only warns, or can be overridden, and whether such an override is recorded; we found no public information on a Minijob earnings warning, youth-protection limits, or maintained Tarifvertrag rule sets. 1 5 6 7 8
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 a free iOS/Android app with availability entry, absence requests, open-shift claiming and swap offers, and they clock in by phone, browser or a shared tablet punch clock with PIN, with changes pushed by e-mail and in-app. I found no public information on offline handling, on languages beyond German, or on whether a swap is checked against qualifications and rest periods before approval. 1 5 7 11
The Operations Director
The free iOS and Android app covers what floor staff need: own shifts, availability and wishes entered by employees themselves, absence requests, open-shift claiming, shift swaps and time capture by app, browser or a tablet punch-clock with PIN for a fixed station. I found no public information on offline handling, multilingual coverage or team communication, and the pages do not show swaps being checked against qualifications and rest rules before approval. 1 5 11
The Payroll Officer
Staff get a free iOS and Android app to view their roster, enter wishes and availabilities, request absence, take open shifts or offer swaps, and clock their times, with a tablet stempeluhr identified by PIN at fixed posts and browser entry for those without a company phone. We found no public information on offline handling, on a multilingual interface, or on swaps being resolved under the qualification and rest rules without a manager in the loop. 1 5 7 11
The Works Council Advocate
Staff get a free app on iOS and Android to see their roster, enter availabilities and vacation requests, take open shifts, offer swaps and stamp time, with a shared tablet punch clock by PIN as an alternative to a private phone. We found no public information on multilingual coverage, offline handling, whether swaps are checked against qualifications and rest periods before approval, or on employees exporting the data held about them. 1 5 7 11
The Frontline Employee
This is the part that decides it for me, and it holds up: a free iOS and Android app where I see my shifts, enter availability and vacation requests, offer a swap or take an open shift, watch my hour balance, and clock in on my phone, in a browser or at a shared tablet with a PIN, with changes communicated to everyone immediately and no roster learned from a group-chat photo. What keeps it from the higher marks is that I found no public information on interface languages, offline clocking, whether swap approvals check qualifications and rest rules, or any way for me to see and export the data held about me. 1 5 7 11
The Skeptic
The free iOS and Android app covers viewing one's shifts, entering wishes, availabilities and absence requests through an approval workflow, offering swaps, claiming open shifts, and clocking in or confirming planned shifts, with browser entry for staff without a company phone and a shared tablet clock identified by PIN. We found no public information on offline handling, a multilingual interface, or swaps being checked against qualifications and rest periods before approval. 1 5 7 11
Works council & employee data
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How this is scored
Whether the product can be introduced under co-determination (BetrVG § 87) — role-based visibility, what is logged, which monitoring can be switched off, retention of availability, absence and location data — and whether the vendor supplies what a works agreement needs.
0 — No 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
Permissions are assembled per person from functions and scopes such as individual sites and work areas, sensitive entries can be anonymised, and the privacy policy is concrete about retention, deletion on request, IP anonymisation and an explicit no-profiling declaration. I found no public information on an audit log of who viewed or changed an individual's data, on configurable deletion periods, or on documentation prepared for a works council. 1 3 7
The Operations Director
Permissions are assembled per user over functions, locations and work areas, sensitive entries can be anonymised, retention and deletion periods are published, and the vendor declares in writing that no automated decision-making including profiling takes place under Article 22. I found no public information on an audit log of who viewed or changed an individual's data, configurable deletion periods, documentation for works-council approval, or whether location capture can be switched off. 1 3 7
The Payroll Officer
Permissions are assembled per user from functions and a scope of locations and work areas, sensitive details can be anonymised, and the privacy policy states retention and deletion periods, deletes all personal data beyond legal retention on account closure, and affirms that no automated decision-making or profiling takes place. We found no public information on an audit log of who viewed or changed an individual's data, on a published data-processing agreement, or on documentation the vendor offers for works-council approval. 1 3 5 12
The Works Council Advocate
For a works agreement the starting position is better than usual: the vendor states in writing that no automated decision-making or profiling under Art. 22 GDPR takes place, permissions are assembled per person down to function, location and work area, sensitive entries can be anonymised, and retention periods for consent, applications and time records are named with deletion on account closure. What cannot be co-determined from public pages: a view-and-change audit log, configurable deletion periods, documentation offered for works-council approval, or any statement on location data and switching monitoring off, while the central real-time view of who is currently working is presented without information on restricting it. 1 3 5 11 12
The Frontline Employee
Granular permissions per person across functions, locations and work areas, anonymisation of sensitive entries, an explicit statement that no automated decision-making or profiling takes place, and account deletion covering all personal data give a works council something to work with. I found no public information on an audit log of who viewed or changed an individual's data, on a model works agreement or data processing agreement, on configured deletion periods for employee scheduling records, or on whether the site assignment in time tracking can be switched off. 1 3 7 12
The Skeptic
Permissions are configurable per person across functions, locations and work areas, sensitive entries can be anonymised, account deletion with retention limits is described, and the vendor states that no automated decision-making or profiling takes place. For the works council itself the cupboard is bare: we found no public information on an audit log of who viewed or changed an individual's data, configurable deletion periods, a published data processing agreement, or any documentation offered for works-council approval. 1 3 7 12
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, absences and night/Sunday/holiday surcharges land in Excel and PDF exports the vendor says are used directly for payroll, which is less retyping than a raw spreadsheet. I found no public information on a named payroll system such as DATEV, on POS or HR master-data connections, or on an API, and the only external hook shown is an iCal calendar subscription. 1 5 11
The Operations Director
Exports to PDF and Excel are said to serve payroll directly with surcharges calculated in the product, but no payroll system is named — nothing on DATEV or Lohn und Gehalt — and the only named integration is an iCal calendar subscription. I found no public information on a documented API, a POS or HR master-data connection, or a lock step before transmission. 1 11
The Payroll Officer
Hours, absences and the calculated night, Sunday and holiday surcharges leave the system as Excel or PDF "for payroll", and the only named integrations are calendar subscriptions; we found no public information on a payroll connector such as DATEV or Lohn und Gehalt, wage-type mapping, a lock step before transmission, or a documented API. To me that reads as a handoff someone will retype at month-end rather than one that was designed. 1 5 11
The Works Council Advocate
Time records and evaluations export as PDF or Excel, described as usable directly for payroll, with night, Sunday and holiday surcharges calculated and working time accounts behind them. We found no public information on a named payroll system such as DATEV, an HR master-data sync, a POS connection or a documented API; the third-party connections shown are employee calendar subscriptions. 1 5 11
The Frontline Employee
Hours, absences and calculated surcharges all land in evaluations that export to Excel or PDF, with the vendor saying some reports are used directly for payroll so manual retyping disappears — but every payroll path shown is a generic file export. I found no public information on any named payroll system such as DATEV, a documented API, or POS or HR integrations; the only named connection is calendar subscriptions. 1 5 11
The Skeptic
Hours, absences and surcharges land in PDF and Excel reports the vendor says are used directly for payroll, removing manual retyping — but that is a generic export, not a named payroll system. We found no public information on DATEV or any other named payroll integration, wage-type mapping, a lock step before transmission, POS or HR integrations, or a documented API; the only named connections are calendar subscriptions to Apple, Google and Outlook. 1 5 11
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 a Berlin GmbH with a commercial register entry, hosting is claimed exclusively on ISO-certified German servers, and the privacy policy names its analytics and consent subprocessors, with Data Privacy Framework certification and EU standard contractual clauses where third-country transfers occur. I found no public information on a named data-centre operator or on a full list of the product's own subprocessors for push notification and support. 2 3 4 12
The Operations Director
Hosting is exclusively in ISO-certified data centres in Germany, the contracting entity is a Berlin GmbH, and the website analytics subprocessors are named with their safeguards stated — Google via Ireland under the Data Privacy Framework, plus a Munich consent platform. The data-centre provider is not named, and I found no public information on a full subprocessor list covering the app's operational chain such as push notification or support. 1 2 3 12
The Payroll Officer
The contracting entity is the Berlin-based SSH Online-Services GmbH and the pages state hosting exclusively in ISO-certified data centres in Germany; the privacy policy names Google Analytics — with Data Privacy Framework certification — and Usercentrics, and points to EU standard contractual clauses for third-country processing. The data-centre provider is not named, and we found no public information on a complete subprocessor list covering push notification or support services. 2 3 4 12
The Works Council Advocate
The captured pages state hosting exclusively in ISO-certified data centres in Germany under a German contracting entity with a register number and a Berlin data protection officer, and two website services are named (Usercentrics; Google Analytics under consent with Data Privacy Framework certification). The independently sourced sovereignty assessment leaves residency and subprocessor exposure unconfirmed, we found no public information naming the data-centre provider or the app's own subprocessors such as push delivery, and the privacy policy itself allows service providers outside the EU/EEA under standard contractual clauses. 1 2 3 4 12
The Frontline Employee
The contracting entity is a Berlin GmbH and the captured pages consistently state German-only hosting in ISO-certified data centres, with the privacy policy naming its website services including Google Analytics under the Data Privacy Framework and citing EU standard contractual clauses or binding corporate rules. I found no public information naming the data-centre provider, on the subprocessors behind the app itself such as push notification services, or on a complete published subprocessor list. 2 3 4 12
The Skeptic
The vendor claims Germany-only hosting in ISO-certified German data centres, and the contracting entity and data controller is the Berlin-based SSH Online-Services GmbH, with website-side Google Analytics (Data Privacy Framework certified) and Usercentrics disclosed. But the data-centre provider is not named, and we found no public information on the application's own subprocessor chain — push notification, messaging, support — while the privacy policy itself concedes that third-country transfers are possible under standard contractual clauses or binding corporate rules. 1 2 3 12
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
One package price is public, 39,00 € per month for 15 employees, billed monthly in advance, quoted without VAT, cancellable to the end of the contract month, with scheduling, absences, time tracking and accounts in every package. The automatic roster creation, tablet punch clock and terminals are bookable as paid extensions, the captured pricing page shows no figure for them, and only this single example is shown, so I cannot compute the annual invoice for a different headcount. 1 2 11
The Operations Director
A package example of 39,00 € pro Monat for 15 employees is public with monthly billing in advance, cancellation any time to the end of the contract month, VAT treatment stated and core scheduling, vacation, time tracking and reporting in every package. But the automatic roster creation, the tablet punch-clock app and the time-recording terminals are paid add-ons without published prices, and above 750 employees the price becomes a sales conversation. 2 11
The Payroll Officer
A package price of "39,00 € pro Monat" for 15 employees is published with monthly billing in advance, VAT stated as excluded, cancellation any time to the end of the contract month, and scheduling, vacation management, time tracking and working time accounts named as included in every package. Automatic roster creation, the stempeluhr app and time-capture terminals are booked as paid extensions, and we found no public information on their prices, on how seasonal or inactive staff are counted, or on anything above 750 employees beyond a contact request. 1 2 11
The Works Council Advocate
A package model is published with an example of 39,00 € pro Monat for 15 employees, understood as exclusive of statutory VAT, billed monthly in advance and cancellable to the end of the contract month, with scheduling, vacation management, time tracking, evaluations and working time accounts included in every package. Automatic roster creation, the punch-clock app and terminals are booked as paid extensions for which we found no public prices, pricing above 750 employees requires contact, and we found no public information on how inactive or seasonal staff are counted. 1 2 11
The Frontline Employee
One concrete number is public — 39,00 € pro Monat for a 15-employee package, billed monthly in advance, without statutory VAT, cancellable any time to the end of the contract month, with scheduling, vacation management, time tracking, reports and time accounts in every package — and above 750 employees you are told to get in touch. The add-ons a shift business actually needs — automatic scheduling, the tablet time clock, terminals — are marked as paid extensions with no price stated, so I cannot compute the full annual invoice from public pages. 1 2 11
The Skeptic
One concrete package example is public — "Ihr Preis: 39,00 € pro Monat" for 15 employees, monthly in advance, cancellable to the end of the contract month, VAT stated as excluded, with scheduling, absence management, time tracking, reports and time accounts in every package. The automatic scheduling, the tablet clock app and the terminals are explicitly paid add-ons, but we found no public prices for any of them and no statement of how seasonal or inactive staff are counted; above 750 employees the vendor asks buyers to make contact. 1 2 11
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 DE | 3/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | 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.
- Weak sourcing — Data residency. 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.
- 26 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 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 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
- 2 hosting 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 data 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
- The panel’s written verdict is withheld: our own re-read found claims in it that the evidence does not carry, and a second synthesis did not fix them. The scores and the material below are unaffected. Know more? Tell us
Sources (12)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.shiftjuggler.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.shiftjuggler.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.shiftjuggler.com Checked 22 Sep 2026 Details →
- 4 Legal notice www.shiftjuggler.com Checked 22 Sep 2026 Details →
- 5 Security / trust page www.shiftjuggler.com Checked 30 Sep 2026 Details →
- 6 Roster building & demand planning — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 9 Working-time law & collective agreements — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 11 Mobile self-service for deskless staff — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap www.shiftjuggler.com Checked 1 Oct 2026 Details →