Employee Scheduling
tamigo
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 tamigo ApS · www.tamigo.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
tamigo is a workforce-management product from tamigo ApS of Copenhagen for retail and hospitality. Strongest are codetermination and privacy, sovereignty, staff self-service and pricing transparency, each 4-5; weakest are working time rules, roster planning and payroll and integrations, each 3-4; the judges' weighted totals range from 3.7 to 4.3. Strengths rest on from-prices — Essential "From €15 per location/month", Standard "From €30 per location/month" — a published DPA on the Trust Centre, retention figures stated in numbers, and terms placing tamigo ApS under Danish law with EU storage as the default for customers outside Australia. Weaknesses recur: the pages name no payroll, POS or HR system, and no specific labour rule beyond a generic worktime warning; Advanced and Premium are "Custom pricing". On payroll and integrations the judges split 3-4: some credited the payroll-export module and claimed HRM, payroll and POS integrations, others scored down because no destination system or documented interface is named. The privacy policy states SMS, email and support providers are based in and store data in the EU/EEA, while the only named subprocessor, Zendesk, is US-headquartered.
Speaks for it
- public from-prices for Essential ("From €15 per location/month") and Standard ("From €30 per location/month"), with the 12-month term and SMS overage at EUR 0.10 excl. VAT stated in the terms
- a published DPA on the Trust Centre, with retention stated in numbers — customer data deleted three months after termination, integration files and URL logs kept 90 days
- terms placing the contracting entity at tamigo ApS of Copenhagen under Danish law, with EU storage stated as the default for customers outside Australia
- concretely named scheduling features — templates, day-by-day editing, shift bids, shift exchanges — alongside a mobile app, absence management and five text messages per employee per month included
Held against it
- the captured pages name no payroll, POS or HR system, and no documented API, wage-type or surcharge handling is publicly described
- labour rules are claimed as "fully customisable" with no specific rule named, and the pages do not say whether a worktime warning blocks publication or only notifies
- no public information on staffing requirements per shift, qualification matching or coverage checks before publication, and forecasting appears only as a module name
- Advanced and Premium are "Custom pricing" and the terms require keeping individually agreed prices confidential, so the annual invoice is not computable from the pages
- the hosting and data-centre provider is not named and the full service-provider list sits inside the DPA, while the only named subprocessor, Zendesk, is US-headquartered
Best for
- You run a multi-location retail or hospitality chain and plan with templates, day-level editing and cross-location KPI benchmarking
- Your works council needs a published DPA and concrete retention figures as a starting point for a works agreement
- You can commit on the Essential or Standard tier using the published from-prices and the free trial listed on the pricing page
- You want a Danish-law contract with EU storage stated as the default for customers outside Australia
Avoid if
- You must hand payroll to a named destination system through a documented interface, with wage-type and surcharge handling
- You need specific labour-law checks — rest periods, breaks, daily maximums — enforced before a schedule publishes
- You must compute the full annual invoice before signing — Advanced and Premium are 'Custom pricing' and agreed prices are confidential under the terms
- Your procurement requires a named hosting provider and a public subprocessor list
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
Schedule templates, day-level editing, shift bids and shift exchanges are named on the pricing page, and the module list includes Finance & forecasts with KPIs for productivity, wage percentage and labour costs. We found no public information on roles or qualifications attached to shifts, staffing requirements per shift, coverage gaps shown before publication, or automatic roster proposals, so this is a plan the planner builds with templates rather than one the system proposes. 1 2
The Operations Director
Schedule templates, day-level editing, shift bids and exchanges are listed, with a Finance & forecasts module and labour-cost KPIs alongside — but I found no public information on staffing requirements per shift, qualification matching, coverage gaps before publication, automatic roster proposals, or staff shared across locations, and nothing shows the POS integration feeding any forecast. 1 2
The Payroll Officer
The pricing page lists schedule templates, day-level editing, shift bids and shift exchanges, and the homepage names a finance-and-forecasts module alongside labour-cost KPIs, but we found no public information on staffing requirements per shift, roles and qualification coverage, or gaps flagged before publication. Forecasting appears as a module name rather than a described method, so how many people a shift needs stays in the planner's head. 1 2
The Works Council Advocate
Schedule templates, day-by-day editing, shift bids and shift exchanges are described for multi-location retail, but we found no public information on qualifications, staffing requirements per shift or coverage checks before publication, and no forecasting from a named sales or occupancy source with roster proposals the planner accepts or adjusts. Planning support stays at the level of finance-and-forecast modules alongside productivity, wage-percentage and labour-cost KPIs. 1 2
The Frontline Employee
The pages show schedule templates, day-by-day editing, shift bids and a 'Finance & forecasts' module next to stored revenue and budget figures, which is more than a shared calendar. But I found no public information on staffing requirements per shift, on roles or qualifications, on coverage gaps shown before publishing, or on a roster the system proposes by itself. Templates and forecasts are named; how many people a shift needs stays in someone's head. 1 2 3
The Skeptic
Schedule templates, day-by-day editing, shift bids and shift exchanges are named as features, and per-location pricing plus KPI benchmarking across locations imply multi-site operation. But the pages say nothing about roles or qualifications attached to a shift, staffing requirements, coverage gaps before publication, or any automatic roster proposal — forecasting appears only as a module named "Finance & forecasts" with no data source and no method behind it. 1 2
Working-time law & collective agreements
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How this is scored
Whether the roster knows the rules it is subject to — ArbZG rest periods and maximum hours, youth and maternity protection, Minijob earnings limits, Tarifvertrag and works-agreement rules, surcharges — and whether it enforces them, warns, or leaves them to the export.
0 — No working-time rules described anywhere; the pages mention no check on daily hours, breaks or rest periods.
3 — Compliance is claimed as "supported" but the pages name no specific rule, or only a generic overtime warning exists.
5 — Named checks for the ArbZG daily maximum, the 11-hour rest period and breaks, plus a Minijob earnings warning, shown to the planner before publication; whether the check blocks or only warns is stated.
8 — Configurable rule sets per contract or employee group covering Tarifvertrag surcharges (night, Sunday, holiday), time accounts, youth-protection limits and works-agreement rules, with the planner's override of a violation recorded and reasoned.
10 — The rules are modelled as law, not as warnings: maintained rule sets for named collective agreements, sector-specific exceptions (care, hospitality) documented with the statute they rely on, every override attributable, and published guidance mapping each feature to the provision it serves.
The Shift Manager
The vendor states scheduling is "fully customisable when it comes to labour legislations and agreements – even across borders", and the pricing page names "worktime warnings in schedule". We found no public information naming any specific rule — daily maximum, the 11-hour rest period, breaks or a Minijob earnings warning — nor whether a warning blocks publication or only advises, so I get configurable-in-principle plus one generic warning, not a rule set I can trust on a Saturday morning. 1 2
The Operations Director
The pages promise labour legislation and agreements that are "fully customisable … even across borders" plus generic worktime warnings in the schedule, but no specific rule is ever named — no rest-period, break, daily-hours or earnings-limit check appears — and I found no public information on whether a check warns or blocks. 1 2
The Payroll Officer
Customisability is claimed "when it comes to labour legislations and agreements – even across borders" and the schedule carries a generic worktime warning, but we found no public information on any named check — ArbZG daily maximum, the 11-hour rest period, breaks, youth limits or a Minijob earnings warning. Nor did I find any public information on night, Sunday and holiday surcharges, which is the part I answer for every month, or on whether a warning blocks publication or merely nags. 1 2
The Works Council Advocate
Labour rules are claimed as "fully customisable" "even across borders" with "worktime warnings in schedule", but the pages name no specific rule — rest periods, breaks, youth protection, Minijob limits or collective-agreement surcharges — and never say whether a warning blocks publication or merely notifies. A warning whose content is undescribed is nothing a works council can negotiate against. 1 2
The Frontline Employee
'Worktime warnings in schedule' appears in the feature list and the vendor says the product is 'fully customisable when it comes to labour legislations and agreements – even across borders'. We found no public information naming any specific rule — no daily maximum, no 11-hour rest, no breaks, no Minijob earnings limit, no surcharges. As shift staff I get a promise of compliance, not a check I can point to when I'm scheduled too many days in a row. 1 2
The Skeptic
"tamigo is fully customisable when it comes to labour legislations and agreements – even across borders" is a claim of configurability, not a modelled rule: I found no named rule anywhere — no daily maximum, 11-hour rest period, break rule, Minijob limit or surcharge — beyond a bare "Worktime warnings in schedule" entry. Whether a warning blocks publication or is only a notice the planner clicks past, and whether an override is recorded, is not stated on the captured pages. 1 2
Mobile self-service for deskless staff
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How this is scored
What the employee on the shop floor actually gets: a mobile app to read the roster, enter availability, request and accept swaps, claim open shifts and clock in — in their language, on their own device or a shared one.
0 — No employee access; the roster is printed or sent as a PDF.
3 — A read-only app or web view of one's own shifts, with changes still requested by phone or chat.
5 — Mobile app with availability entry, absence requests, shift-swap requests with manager approval, open-shift claiming and push notification of changes.
8 — Swaps and open shifts resolved under the rule set (qualifications and rest periods checked before approval), clock-in by app or shared terminal with offline handling, multilingual interface, and team communication that keeps shift talk out of private messengers.
10 — Self-service is designed for people who never open a laptop: swap and cover flows that resolve without a manager where the rules allow, accessibility and language coverage stated, use on a shared or personal device both supported, and employees able to see and export the data held about them.
The Shift Manager
There is a mobile app, the pricing page names shift bids and shift exchanges alongside absence management and communication modules, and the subscription includes five text messages per employee per month to EU numbers, which points at roster messaging reaching staff phones. We found no public information on availability entry, push notification of changes, the approval flow for swaps, clock-in from the phone, or a multilingual interface. 1 2 4
The Operations Director
There is a mobile app, shift bids and shift exchanges exist as product features, and the subscription includes five text messages per employee per month; I found no public information on availability entry in the app, absence requests, manager approval of swaps, clock-in, or interface languages. 1 2 4
The Payroll Officer
An app is offered and staff can bid on and exchange shifts rather than only read them, with absence management and a communication module in the product list, and the terms include the equivalent of five text messages per employee per month to EU numbers. We found no public information on availability entry, manager approval of swaps, clock-in by phone or terminal, what triggers those messages, or language coverage of the app itself. 1 2 4
The Works Council Advocate
A mobile app is offered alongside shift bids and shift exchanges, which is more than a read-only view, but we found no public information on availability entry, absence requests from the phone, clock-in with offline handling, manager approval of swaps, or interface languages. The only employee-facing channel the terms evidence is the five text messages per employee per month included in the subscription, and login requires an email address. 1 2 4
The Frontline Employee
We found no public information on entering my own availability, on push notification when the roster changes, on the app's languages, or on clocking in from the phone. The roster-in-a-group-chat test is mine, and I found no public information on how a change reaches employees. 1 2
The Skeptic
A mobile app is listed and shift exchanges and shift bids exist as scheduling features, which reads as more than a read-only view; but the pages never show the mechanics — availability entry, absence requests, push notification of changes, clock-in from the phone, offline behaviour or language coverage are all unevidenced, and an email address is needed to access the services. The single word "App" on the homepage is the entire public case for the employee side. 1 2 3
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
User rights can be customised, a DPA is published at the Trust Centre with the service-provider list, and the privacy policy states retention figures — URL logs and integration files for 90 days, deletion of all customer data 3 months after termination. We found no public information on configurable visibility of absence reasons, an audit trail of who viewed an individual's data, configurable deletion periods, or materials prepared for works-council approval. The policy also documents storage of social security numbers, bank details and car licence plates, which any works agreement will want visibility on. 1 3
The Operations Director
Customisable user rights, a DPA on the Trust Centre and deletion of customer data three months after termination are what the pages show; I found no public information on fine-grained visibility of absence reasons, an audit log of who viewed an individual's data, configurable deletion periods, or works-council documentation — a gap when the system stores salary, social security numbers and absence. 1 3 4
The Payroll Officer
Customisable user rights, a published inventory of stored data running from contact details to social security numbers, salary and absence, a DPA on the Trust Centre, and deletion of customer data three months after termination give a works council something concrete to negotiate from. We found no public information on an audit log of who viewed an individual's data, configurable retention periods for live accounts, or documentation the vendor offers for works-council approval. 1 3 4
The Works Council Advocate
Customisable user rights, a published Data Processing Agreement and stated deletion — customer data three months after termination, access logs held 90 days — are a start for a works agreement. But we found no public information on who may see absence reasons, no attributable log of who viewed or changed an individual's data, no configurable deletion periods and nothing offered for works-council approval. The stored categories — social security numbers, car licence plates, drive registrations — sit next to KPIs that "compare performance" across locations, and the captured pages give no word on switching any of it off. 1 3 4
The Frontline Employee
The privacy policy inventories exactly what is held about employees — down to social security number, car plate and absence — and a DPA is published on the Trust Centre, with deletion stated for after termination and 90-day log retention. But 'User rights can be customized depending on your management style' is the only word on visibility, and we found no public information on hiding absence reasons from colleagues, on an audit log of who viewed an individual's data, or on retention periods a customer can set. A works council gets a good inventory and little else. 1 3 4
The Skeptic
User rights "can be customized depending on your management style", a DPA is published on the Trust Centre, and retention is stated in actual numbers — integration files and pseudonymised URL logs for 90 days, customer data deleted three months after termination — which is most of what this criterion asks at its middle level. I found no public information on visibility of absence reasons per role, on an audit log of who viewed an individual's data, on configurable deletion periods during the contract, or on documentation offered for works-council approval; the stored data set itself is broad (social security number, car licence plate, drive registrations). 1 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
The homepage says tamigo integrates "with the likes of HRM, payroll, and POS" with SSO support, and a Payroll export module is named, but we found no public information naming a specific payroll system, POS or HR product, so the handoff remains a category claim rather than a documented export. We also found no public information on wage-type or surcharge handling, a lock step before transmission, or a documented API. 1 3
The Operations Director
A "Payroll export" module and integrations "with the likes of HRM, payroll, and POS" are named, but no payroll system, POS product or API is named anywhere; I found no public information on surcharge or wage-type handling, a lock step before transmission, or who maintains the integrations. 1 2 3
The Payroll Officer
A payroll-export module, claimed integrations "with the likes of HRM, payroll, and POS", SSO and a premium tier promising "global payroll compliance" put a path on paper, but no payroll system is named and we found no public information on wage types per surcharge, night, Sunday and holiday supplements, or a lock and correction step before the month closes. An export with no named destination is precisely the handoff I end up retyping. 1 2 3
The Works Council Advocate
A "Payroll export" module, claimed integrations "with the likes of HRM, payroll, and POS" and SSO support are stated, but the pages name no payroll, POS or HR system, and we found no public information on surcharge or wage-type handling, a lock step before transmission, or a documented API. Categories without names are not a payroll handoff a buyer can verify. 1 3
The Frontline Employee
A payroll export module is on the list and the vendor writes it does integrations 'with the likes of HRM, payroll, and POS' plus SSO. We found no public information naming a payroll or POS product, and nothing on wage types for night, Sunday or holiday surcharges. The month leaves on trust rather than on a maintained interface. 1 3
The Skeptic
"Payroll export" is a module name and integrations "with the likes of HRM, payroll, and POS" plus SSO are claimed, but no payroll system is ever named — DATEV, Lohn und Gehalt and the tax-adviser path appear nowhere — and the integration data types listed are generic categories. We found no public information on surcharge handling, wage-type mapping, a lock step before transmission, or a documented API. 1 3
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 tamigo ApS in Copenhagen under Danish law, and the privacy policy states that for all customers outside Australia "data is stored in the EU". The policy says the SMS, email and support providers are all based in and store data in the EU/EEA, while the only subprocessor named on the captured pages is Zendesk for support, a US-headquartered company, and we found no public information naming the hosting or data-centre provider. The full service-provider list sits in the DPA on the Trust Centre rather than on the pages themselves. 1 3 4
The Operations Director
A Danish contracting entity with CVR, EU storage as the default for all non-Australian customers, and a statement that SMS, email and support providers are EU/EEA-based are evidenced; the hosting provider is not named, the subprocessor list sits inside the DPA rather than on the public pages, and the only named tool is the US-headquartered support platform Zendesk. 1 3 4
The Payroll Officer
The contracting entity is tamigo ApS of Copenhagen under Danish law with Copenhagen City Court of first instance, and the privacy policy states EU storage for every customer outside Australia, with the SMS, email and support providers said to be based in and storing data in the EU/EEA. But we found no public information on the hosting or data-centre provider, the full service-provider list sits inside the DPA on the Trust Centre, and the one named subprocessor — the support tool Zendesk — is US-headquartered. 3 4
The Works Council Advocate
The terms place the contracting entity at tamigo ApS in Copenhagen under Danish law, and the privacy policy stores non-Australian customers' data in the EU with SMS, email and support providers based in the EU/EEA — the standard EU picture. But we found no public information naming the hosting or data-centre provider, the full service-provider list is referenced only inside the Data Processing Agreement on the Trust Centre, and the one processor named on the pages, Zendesk, is US-headquartered with no captured safeguard for that exposure. 3 4
The Frontline Employee
The terms name tamigo ApS of Copenhagen under Danish law, and the privacy policy states data for all customers outside Australia is stored in the EU, with SMS, email and support providers 'all based in and store data in the EU/EAA'. Only Zendesk is named as a provider, and we found no public information on the hosting or data-centre provider — the full service-provider list sits in the DPA on the Trust Centre rather than on the pages. Where my availability and absence live is broadly stated; who exactly runs the machinery is not. 3 4
The Skeptic
The contracting entity is tamigo ApS of Copenhagen under Danish law, and EU storage is stated as the default for everyone except customers in Australia, so this sits well above the bottom. But the data-centre provider is not named, the full subprocessor list lives inside the DPA rather than on a public page, and the captured pages give different figures for where service providers sit — one text says SMS, email and support providers are all based in and store data in the EU/EEA, while the only provider actually named, Zendesk, is US-headquartered — with no certification or push-notification disclosure published. 1 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
Essential is "From €15 per location/month" and Standard "From €30 per location/month", with monthly billing, a 12-month term, three months paid in advance and SMS overages at EUR 0.10 excl. VAT per message — but Premium and Advanced are "Custom pricing" and the terms say individually agreed prices are to be kept confidential, so the real invoice is a negotiation rather than a sum. We found no public information on which modules sit in which tier, add-on pricing, or how VAT applies to the tier prices. 2 4
The Operations Director
"From €15 per location/month" and "From €30 per location/month" cover two of four tiers, with monthly billing, 12-month terms and SMS overage stated — but Advanced and Premium are "Custom pricing", no feature-to-tier mapping is published, and the terms require keeping "individually agreed terms and prices" confidential, so the real annual invoice is not computable. 2 4
The Payroll Officer
Essential and Standard carry public from-prices — "From €15 per location/month" and "From €30 per location/month" — with the 12-month auto-renewing term, monthly billing, three months paid in advance, net-price-index adjustment and text messages beyond five per employee per month at EUR 0.10 excl. VAT. Advanced and Premium are "Custom pricing", and we found no public information on which modules sit in which tier, per-employee costs, or what the time clock and payroll export add to the annual invoice. 2 4
The Works Council Advocate
Essential shows "From €15 per location/month" and Standard "From €30 per location/month" with the monthly-fee model, 12-month term and SMS overage at "EUR 0.10 excl. VAT" public; but Premium and Advanced show "Custom pricing", courses and consultancy are sold "to prices applicable", and we found no public information on which features sit in which tier, how employees are counted, or VAT treatment of the subscription itself. A buyer cannot compute the annual invoice from these pages. 2 4
The Frontline Employee
Essential is listed at 'From €15 per location/month' and Standard at 'From €30 per location/month', with a monthly fee on a 12-month subscription that auto-renews, three months paid in advance, and text messages priced at EUR 0.10 excl. VAT beyond five per employee per month. Advanced and Premium are 'Custom pricing', the terms make individually agreed terms and prices confidential, and we found no public information on which module sits in which tier. I could price the floor of the two small plans, not a real invoice. 2 4
The Skeptic
Essential at "From €15 per location/month" and Standard at "From €30 per location/month" are public with the billing period, advance payment, indexation and VAT treatment of SMS stated in the terms — more than a headline — but Advanced and Premium are both "Custom pricing" and even the entry prices are floors. We found no public information on how employees or seasonal staff are counted, on pricing for the time clock, payroll export or forecasting, on hardware and onboarding, and the terms require the customer to keep "individually agreed terms and prices" confidential, so no real annual invoice is computable from the pages alone. 2 4
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 DK | 3/3 pts | 1 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 | 3 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. No subprocessor is named; the actual provider list sits in the Data Processing Agreement linked from the Trust Centre, which is not among the captured excerpts, so individual providers' headquarters cannot be verified.
- 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.
- 20 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
- 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
- 5 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 4 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
- 2 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
- 2 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 pricing fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (13)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.tamigo.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.tamigo.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.tamigo.com Checked 22 Sep 2026 Details →
- 4 Terms of service www.tamigo.com Checked 22 Sep 2026 Details →
- 5 Security / trust page www.tamigo.com Checked 30 Sep 2026 Details →
- 6 Roster building & demand planning — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 9 Mobile self-service for deskless staff — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 11 Works council & employee data — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 12 Payroll handoff & integrations — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →
- 13 Payroll handoff & integrations — found from sitemap www.tamigo.com Checked 1 Oct 2026 Details →