Employee Scheduling
Staffomatic
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 EASYPEP UG (haftungsbeschränkt) · staffomatic.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
Staffomatic is a browser- and app-based shift planner for SMEs from EASYPEP UG (haftungsbeschränkt) of Hamburg. The bench scored it strongest on pricing transparency (6 to 7): Basic, Professional and Premium are published at 2,00, 4,00 and 6,00 per person per month, each with a ten-person minimum, VAT treatment and feature-to-tier mapping, plus a 14-day trial without payment data. Staff self service (4 to 6) and payroll and integrations (5 to 6) follow, resting on the mobile app, the punch-clock app, a DATEV export in Premium and a Personio interface in Professional. Working time rules is the weak point at 0 to 2: the rationales describe working-time and overtime accounts and surcharges as payroll bookkeeping, with no public information on checks of the eleven-hour rest period, breaks or daily maximum hours. Roster planning scored a flat 4, evidenced as template-based plans with absences and double bookings visible. Two-point spreads in staff self service and sovereignty (both 4 to 6) reflect differing weight on what the pages leave open — hosting region, push notifications, offline handling — rather than conflicting findings.
Speaks for it
- Per-person monthly prices published for all three tiers with a ten-person minimum, VAT treatment, cancellation terms and a 14-day trial without payment data
- A mobile app with shift swaps, open-shift applications, vacation requests under approval and a dedicated punch-clock app
- A DATEV export, surcharges, a working-time account and an overtime account in Premium, with a Personio interface and API access in Professional
- An external data protection officer, subprocessors named by provider and country including US ones, and EU standard contractual clauses for third-country transfers
- Shift and week-plan templates with absences and double bookings visible while planning
Held against it
- No public information on any working-time rule check — the eleven-hour rest period, breaks, daily maximum hours or Minijob limits
- No public information on staffing requirements per shift, multiple locations, departments or demand-based forecasting
- No public information on the hosting region or data-centre provider beyond server management by a partner from Germany
- Availability entry, roles and rights, qualifications and the Personio interface only from Professional, and the DATEV export only from Premium
- No public information on how inactive or seasonal staff are counted toward the invoice
Best for
- You schedule a small team of at least ten people and want published per-person prices with a trial that needs no payment data
- Your payroll runs on DATEV and your HR system is Personio; Premium carries the export with surcharges and overtime accounts, Professional the interface
- Your staff swap shifts, apply for open shifts, request vacation and clock in from their phones
- You plan one location from shift and week templates and keep working-time compliance in your planners' hands rather than the software's
Avoid if
- You need the roster checked against working-time law — rest periods, breaks, daily maximum hours, Minijob limits — before a week is published; working time rules scored 0 to 2, the bench's lowest criterion
- You plan across several locations or need staffing requirements and demand figures behind each shift; the evidence shows template-based planning with absences and double bookings visible
- You want to stay on the entry tier; the DATEV export sits only in Premium, while availability entry, roles and rights, qualifications and the Personio interface sit only in Professional
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 and week-plan templates with swap and shift applications, plus absences or double bookings visible while planning, is a real Thursday-night toolkit, and roles, qualifications and availabilities arrive with Professional. But I found no public information on staffing requirements per shift, planning across several locations, or any demand-based forecasting, so the plan stays in my head rather than being proposed. 1 2
The Operations Director
Templates for shifts and weeks, shift swaps, open-shift applications and visibility of absences or double bookings while planning give a working grid, and qualifications and availabilities live in the system from the Professional tier. We found no public information on staffing requirements per shift, multiple sites or departments, and nothing on demand forecasting from POS or occupancy data, automatic roster proposals, or labour cost against budget while planning — which is what thirty locations actually run on. 1 2
The Payroll Officer
Templates for shift and week plans, shift swaps, open-shift applications and visibility of absences or double bookings while planning are all shown, and qualifications and availabilities arrive from the Professional tier. We found no public information on staffing requirements per shift, departments or multiple locations, or any demand figure or generated proposal behind the plan, so the roster is drawn rather than proposed. 1 2
The Works Council Advocate
Templates, weekly plans, shift swaps and open-shift applications are evidenced, and qualifications and roles arrive from the Professional tier. But I found no public information on staffing requirements per shift, multiple locations or departments, or any demand-based forecasting and automatic roster proposals — the plan still rests on the planner's memory. 1 2
The Frontline Employee
Templates for shift and week plans, qualifications, prioritised shifts and open-shift applications are shown, and absences or double bookings are visible while planning. But we found no public information on staffing requirements per shift — how many people a shift actually needs — nor on planning across several locations, demand figures from a named source, or automatic roster proposals. 1 2
The Skeptic
Templates for shift and week plans, shift swaps and shift applications are on the homepage, and qualifications, availabilities and prioritised shifts arrive in the middle paid tier — but we found no public information on staffing requirements per shift, on multiple locations or departments, or on demand planning of any kind. The only artificial intelligence the pages document is a support-reply drafter fed by Make.com and the Claude API, not a forecaster reading POS or occupancy data. 1 2 3
Working-time law & collective agreements
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How this is scored
Whether the roster knows the rules it is subject to — ArbZG rest periods and maximum hours, youth and maternity protection, Minijob earnings limits, Tarifvertrag and works-agreement rules, surcharges — and whether it enforces them, warns, or leaves them to the export.
0 — No working-time rules described anywhere; the pages mention no check on daily hours, breaks or rest periods.
3 — Compliance is claimed as "supported" but the pages name no specific rule, or only a generic overtime warning exists.
5 — Named checks for the ArbZG daily maximum, the 11-hour rest period and breaks, plus a Minijob earnings warning, shown to the planner before publication; whether the check blocks or only warns is stated.
8 — Configurable rule sets per contract or employee group covering Tarifvertrag surcharges (night, Sunday, holiday), time accounts, youth-protection limits and works-agreement rules, with the planner's override of a violation recorded and reasoned.
10 — The rules are modelled as law, not as warnings: maintained rule sets for named collective agreements, sector-specific exceptions (care, hospitality) documented with the statute they rely on, every override attributable, and published guidance mapping each feature to the provision it serves.
The Shift Manager
The pages show an overtime overview and, from Premium, a working-time account with surcharges and an overtime account — but those feed the payslip, not the roster. I found no public information on any check of the 11-hour rest period, daily maximum hours, breaks, Minijob limits or collective-agreement rules before I publish a week. 1 2
The Operations Director
The captured pages show overtime balances and a time account, but we found no public information on any rule check — ArbZG daily maximum, the 11-hour rest period, breaks, youth or maternity protection, Minijob limits or Tarifvertrag handling are all unmentioned. Surcharges appear only as payroll figures in the Premium tier, so the rules stay with the planner. 1 2
The Payroll Officer
We found no public information on any legal rule being checked — nothing on the ArbZG daily maximum, the eleven-hour rest period, breaks, youth protection, or a Minijob earnings warning caught before the month closes. Working time appears only as accounting (working-time account, overtime account, surcharges at Premium), and the captured pages do not name night, Sunday or holiday supplements, so I cannot tell whether the surcharges are separated by type. 1 2
The Works Council Advocate
The pages describe an overtime account and surcharges, but as payroll bookkeeping, not as checks — no rule is named, nothing on the eleven-hour rest period, breaks, youth protection, Minijob limits or collective agreements, and nothing on whether a violation blocks or merely warns. A roster that cannot show its rest-period checks is not one a works council co-signs. 1 2
The Frontline Employee
The pages describe time tracking, working-time and overtime accounts and surcharges, but we found no public information on any check of daily maximum hours, the eleven-hour rest period, breaks, Minijob earnings limits or collective-agreement rules. For someone stacking two jobs, nothing here shows the plan would stop a schedule that runs my two employers into each other's rest time. 1 2
The Skeptic
We found no public information naming any working-time rule — no eleven-hour rest period, no breaks, no daily maximum, no Minijob ceiling, no collective agreement; the vendor's conformity claim is about data protection only, one hundred percent DSGVO. What the pages do show is a working-time account and an overtime account in the top tier plus surcharges next to the DATEV export, which counts hours and money rather than checking a single provision of the working-time law. 1 2 3
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 mobile app with shift swaps, open-shift applications, a holiday planner with approvals, and clock-in via the punch-clock app, with availabilities from Professional — that covers most of what my floor crew needs. I found no public information on push notification of roster changes, multilingual interface, or whether swaps are checked against qualifications and rest periods before approval. 1 2
The Operations Director
A mobile app with swap requests, open-shift applications, availability entry and vacation requests with manager approval, plus a dedicated punch-clock app, covers the shop-floor basics. We found no public information on push notification of changes, multilingual use, offline clock-in, or whether swaps are checked against qualifications and rest periods before approval. 1 2
The Payroll Officer
The shop floor gets a real app: swaps, open-shift applications, availability entry, holiday requests that a manager approves, and a dedicated punch-clock app, with time capture on any mobile device. We found no public information on swaps being checked against qualifications or rest periods before approval, offline clock-in, language coverage, or staff viewing and exporting the data held about them in the app itself. 1 2
The Works Council Advocate
A mobile app with availability entry, vacation requests under approval, shift swaps, open-shift applications and a dedicated clock-in app is genuine self-service for deskless staff. I found no public information on offline handling, languages, team communication, or swaps and open shifts being checked against qualifications and rest periods before approval. 1 2
The Frontline Employee
The mobile app with shift swaps, open-shift applications, vacation requests with approval and mobile clock-in is genuinely what I need at work. But availability entry sits only in the Professional tier, and we found no public information on push notification of schedule changes, on interface languages beyond the German pages, or on whether a swap needs a manager's nod — so I might still learn about a changed week from a photo in the group chat. 1 2
The Skeptic
The basic tier ships a mobile app with shift swap and shift applications, vacations are checked and approved in the absence planner, and mobile time capture plus a punch-clock app are advertised on the homepage, with availability entry one tier up. We found no public information on push notification of changes, offline handling, a multilingual interface, or swap approvals checked against qualifications and rest periods. 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
Roles and rights exist from Professional, an external data protection officer is named, and the privacy policy states deletion periods for server logs, application data and accounting records. But I found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed an individual's data, or any documentation offered for works-council approval. 2 3 4
The Operations Director
The privacy policy is concrete — it names what is stored, deletes server logs after 14 days and application data after six months, and roles and rights exist from the Professional tier with a log kept 30 to 90 days depending on plan. We found no public information on configurable visibility of absence reasons, an audit trail of who viewed an individual's data, a published data-processing agreement, or documentation for works-council approval. 2 3 4
The Payroll Officer
Roles and rights exist from the Professional tier, and the privacy policy gives concrete figures — server logs deleted after fourteen days, application data kept six months — alongside an external data protection officer, periodic staff training and named subprocessors. We found no public information on configurable visibility of sensitive items such as absence reasons, an audit trail of who viewed or changed an individual's data, or any documentation offered for works-council approval. 2 3 4
The Works Council Advocate
The privacy policy names an external data-protection officer, lists stored data types and deletion periods, and roles and rights exist from the Professional tier — but who may see absence reasons is not addressed, I found no published data-processing agreement or documentation for works-council approval, and the log's retention of 30, 60 or 90 days is set by price tier rather than by agreement. 2 3 4
The Frontline Employee
There are roles and rights in the Professional tier, per-tier activity logs of 30, 60 and 90 days, published retention periods for server logs and application data, and full data-subject rights including deletion. But we found no public information on how finely visibility can be limited — for example who sees absence reasons — on what the log actually records, or on documentation offered for works-council approval of the introduction. 2 3
The Skeptic
A role model called roles and rights appears in the middle tier and a protocol of thirty, sixty or ninety days depending on the plan, but we found no public information on what that protocol records, on who may see whose absence reasons, or on configurable deletion of employee schedule data. To the vendor's credit the privacy policy states stored data types, retention periods for several categories, full subject rights and an external German data protection officer — though we found no public information on a model works agreement or on any monitoring functions that can be switched off. 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
Premium carries the DATEV export alongside surcharges and overtime accounts, Professional adds the Personio HR interface and API access, and time tracking is billed as preparation for payroll. I found no public information on POS integrations, a lock step before transmission, or how wage types map to each surcharge. 1 2 4
The Operations Director
DATEV export, surcharges and the overtime account sit in Premium, Personio is a named HR interface, and API access is tier-gated — a real payroll path rather than a retyped spreadsheet. We found no public information on POS integrations, a lock step before transmission, or wage types mapped per surcharge. 1 2 4
The Payroll Officer
The handoff has the right shape: DATEV export, surcharges, an overtime account and a working-time account sit together in the Premium tier, time tracking is billed as preparation for payroll, and a named Personio interface plus API access cover the HR side. We found no public information on wage types mapped per surcharge, a lock step before transmission, corrections after the month closes, or whether the DATEV connection is maintained by the vendor. 1 2 4
The Works Council Advocate
A DATEV export alongside surcharges, overtime and time accounts, plus a named Personio interface and API access, are evidenced at the upper tiers. I found no public information on vendor-maintained payroll integrations, a lock step before transmission, wage-type mapping per surcharge, or any POS connection. 1 2 4
The Frontline Employee
A DATEV export, surcharges and a working-time account in the top tier, plus a Personio interface and API access in Professional, give a named payroll path and a named HR system, with mobile time tracking described as preparing the payroll. We found no public information on POS integrations, wage-type mapping per surcharge, or any lock step before transmission. 1 2 4
The Skeptic
The DATEV export and surcharge handling sit in the top tier only, the Personio interface and API access in the middle one, and time tracking is billed as perfect preparation for payroll — so a named payroll export plus a named HR connection is evidenced. We found no public information on a lock step before transmission, on wage types mapped per surcharge, on any POS integration feeding the plan, or on retro corrections after the close, and the public evidence for API documentation amounts to the single word "API". 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 a Hamburg limited company, and the privacy policy names its processors with country and purpose, with EU standard contractual clauses stated for transfers outside the EU — the list does include non-EU names such as Make.com (Celonis, USA), HubSpot and Microsoft. Server management runs through a partner from Germany, but I found no public information naming the data-centre provider or the hosting region itself. 3 4
The Operations Director
The contracting entity is a German company registered in Hamburg with a German server-management partner, and the privacy policy publishes its subprocessors, naming non-EU processors such as Celonis, HubSpot and Microsoft with EU standard contractual clauses as the safeguard. The hosting region itself and a named data-centre provider are not confirmed on the captured pages, and no push-notification service for the apps is named. 3 4
The Payroll Officer
The contracting entity is a Hamburg company with a German register number and VAT ID, and the privacy policy names its subprocessors by provider and country, with US services such as Celonis' Make.com, HubSpot and Microsoft carried on EU standard contractual clauses. We found no public information on where the servers themselves are hosted or who the data-centre provider is — a German server-management partner is the only indication. 3 4
The Works Council Advocate
The controller is a Hamburg company and the privacy policy names its subprocessors with their countries and an EU-standard-clause mechanism — more disclosure than most. But the captured pages never state where employee data is hosted, and the chain includes US services: support routing through a US orchestrator plus US contact-form and advertising tools. 3 4
The Frontline Employee
The pages name a Hamburg company with a German register number and a German partner managing the servers, and the privacy policy lists subprocessors with their countries — including US ones such as Make.com, HubSpot and Microsoft — with EU standard contractual clauses named as the safeguard. But we found no public information on where the employee data is actually hosted or which data-centre provider runs it, so residency rests on a German management partner rather than a stated region, and push or messaging providers for the app itself are not evidenced. 3 4
The Skeptic
The legal notice shows a Hamburg limited company entered in a German register, and the privacy policy names its processors country by country — including US firms such as HubSpot, Celonis's Make.com and Microsoft Advertising — under a general standard-contractual-clauses clause. Hosting appears only as management of servers via a partner from Germany with no data-centre provider named, and the independently sourced sovereignty attributes leave data residency, ownership and subprocessor exposure unconfirmed, so several open questions remain for the buyer's works council. 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
Three tiers at 2, 4 and 6 euros net per person per month, each with a published feature list, a ten-person minimum, monthly or yearly billing with up to 17 percent saving on annual payment, VAT treatment stated, and cancellation to the end of the billing period — I can compute my year from the page. I found no public information on how inactive or seasonal staff are counted. 2
The Operations Director
All three tiers are public — 2,00, 4,00 and 6,00 per month and person for Basic, Professional and Premium, each with a stated minimum of 10 persons, monthly or annual billing with up to 17 percent saving, net prices plus VAT, and tier contents listed feature by feature, so an operator can get close to the annual invoice. We found no public information on how inactive or seasonal staff are counted, onboarding fees, or any minimum term beyond cancellation at the end of the billing period. 2
The Payroll Officer
All three tiers are priced per person per month with a ten-person minimum, the feature-to-tier mapping reaches down to the DATEV export and API access, net prices plus VAT are stated, and the fourteen-day trial requires no payment data. The annual saving is quoted only as up to 17 percent rather than as an exact annual price, and we found no public information on how inactive or seasonal staff are counted or on the minimum contract term. 2
The Works Council Advocate
All three tiers carry a per-person monthly price with a ten-person minimum, billing period, net-price VAT treatment and cancellation terms public, and the feature lists show what sits in each tier. How inactive or seasonal staff are counted, and any onboarding or hardware prices, I could not find in the captured pages. 2
The Frontline Employee
All three tiers are priced per person per month with a ten-person minimum, monthly or annual billing with savings of "bis zu 17%", net prices plus statutory VAT, a 14-day trial without payment data, and stated cancellation and payment methods — I can compute the annual invoice myself. We found no public information on how inactive or seasonal staff are counted or on a minimum contract term. 2
The Skeptic
All three tiers carry a per-person monthly price with a ten-person minimum stated, VAT treatment and both billing periods are published, and the feature-to-tier mapping tells a buyer exactly where the time tracking and the DATEV export sit. The annual option is advertised only as saving up to 17 percent, so the actual annual figure is not computable from public pages, and we found no public information on how inactive or seasonal staff are counted toward the invoice. 2
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 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 | EU only ⚠ unverified | 2/2 pts | 4 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. Der Hosting-Partner wird nicht namentlich genannt; für die Payment-Partner, die Kreditkarten- und SEPA-Daten speichern, fehlt eine Standort- oder Anbieterangabe.
- 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.
- 8 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
- 4 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
- 4 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 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
- 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 data 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 (14)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage staffomatic.com Checked 22 Sep 2026 Details →
- 2 Pricing page staffomatic.com Checked 22 Sep 2026 Details →
- 3 Privacy policy staffomatic.com Checked 22 Sep 2026 Details →
- 4 Legal notice staffomatic.com Checked 22 Sep 2026 Details →
- 5 Roster building & demand planning — found from sitemap staffomatic.com Checked 1 Oct 2026 Details →
- 6 Roster building & demand planning — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 7 Working-time law & collective agreements — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 9 Mobile self-service for deskless staff — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 11 Works council & employee data — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 13 Payroll handoff & integrations — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →
- 14 Payroll handoff & integrations — found from sitemap docs.staffomatic.com Checked 1 Oct 2026 Details →