Employee Scheduling
When I Work
Rest of world 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 When I Work, Inc. · wheniwork.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
When I Work is an employee scheduling and time-and-attendance platform built for hourly, shift-based teams. Roster planning leads at 6 to 7: shift templates, skills and certification tracking, OpenShifts, labor sharing across unlimited locations and an auto-scheduler matching eligibility, availability and preferences are all documented, with the shared deduction being the unnamed "future demand" behind the labor forecast. Staff self-service holds a uniform 6 for a mobile app covering availability, time-off requests, swap review, open-shift claiming, GPS clock-in and built-in messaging. The weaknesses are structural: working time rules scores 2 to 3, showing only generic overtime and break tracking while the terms state the service is designed for use in the United States, and sovereignty scores 0 across the bench — a Minneapolis contracting entity, primary data centers in the United States, Minnesota-law terms with mandatory arbitration, and Clair the only named subprocessor, for on-demand pay. Pricing transparency spreads 5 to 7, between judges crediting the public per-user prices and those citing the sales-only enterprise tier and unstated VAT.
Speaks for it
- Roster planning scored 6 to 7, with shift templates, skills and certification management, OpenShifts, labor sharing across unlimited locations and an auto-scheduler matching eligibility, availability and preferences all documented.
- Staff self-service scored a uniform 6 for a mobile app covering availability and time-off requests, swap review, open-shift claiming, GPS clock-in and built-in messaging that keeps shift talk off personal phone numbers.
- Payroll and integrations scored 5 to 6 on named attendance and labor sync with Rippling, ADP, QuickBooks and Gusto, plus a POS integration and a documented API.
- Pricing transparency scored 5 to 7 on public per-user prices of $2.50 for a single location or schedule and $5 for multiple locations or schedules per user per month, no setup fees, and a free 14-day trial without a credit card.
Held against it
- Working time rules scored 2 to 3 — the pages show only generic overtime and break tracking, we found no public information on rest periods, Minijob limits or collective-agreement surcharges, and the terms state the service is designed for use in the United States.
- Sovereignty scored 0 — the contracting entity is Minneapolis-based (the captured pages give different names, When I Work, Inc. and When I Work, LLC), primary data centers are in the United States, terms are governed by Minnesota law with mandatory arbitration, and we found no public information on an EU hosting option or a published subprocessor list.
- Codetermination and privacy scored 3 to 4, with GPS-enforced geofencing marketed prominently and we found no public information on retention or deletion periods, an audit log of views, or a published data-processing agreement.
- The enterprise tier is contact-sales only, and we found no public information on VAT treatment or how inactive and seasonal staff are counted toward billing.
- We found no public information on a German payroll path such as DATEV, on wage-type mapping for surcharges, or on a lock step before payroll transmission.
Best for
- You build weekly rosters for hourly, shift-based teams and want templates, skills tracking, open shifts and auto-scheduling in one place.
- You pay staff through Rippling, ADP, QuickBooks or Gusto and want attendance and labor data synced instead of retyped.
- You want published per-user prices and a free 14-day trial without a credit card before committing to a subscription.
- Your team coordinates over mobile, with availability entry, swap requests, open-shift claiming and built-in messaging.
Avoid if
- You need rosters checked against German working-time law — the pages show only generic overtime and break tracking, and the terms state the service is designed for use in the United States.
- You require EU data residency or an EU contracting entity — primary data centers are in the United States, and we found no public information on an EU hosting option or an EU entity.
- Your payroll runs through a German platform such as DATEV — the named integrations are Rippling, ADP, QuickBooks and Gusto.
- A works council must approve location monitoring before rollout — ask the vendor: the public pages we read do not show it
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, skills and certification management, open shifts, an auto-scheduler matching eligibility, availability and preferences, and labor sharing across unlimited locations give me most of what a Thursday-night build needs. It stops short of the top band because the demand side stays fuzzy: labor forecasting is described against 'future demand' with no named source such as POS revenue or footfall feeding it, and I found no public information comparing forecast, proposed roster and actual hours in one place. 1 2
The Operations Director
Templates, skills and certification tracking, open shifts, coverage views and labour sharing between departments and locations are all on the record, and an auto-scheduler proposes rosters matched on eligibility, availability and preferences, with budgeting tools and labour forecasting that compare scheduled hours against future demand. The demand source stays vague: a POS integration is listed, but we found no public information tying POS revenue or any other named data feed to the forecast, and the auto-scheduler's "zero conflicts" claim arrives with no documented method. We also found no public information on forecast versus actual hours compared in one place. 1 2
The Payroll Officer
Shift templates, skills and certification management, open shifts and labor sharing across unlimited locations are all described, and a smart auto-scheduler proposes shifts from eligibility, availability and preferences with budgeting and labor forecasting alongside. We found no public information naming the data source behind the forecast — the pages say only that scheduled hours are compared against "future demand" — and the method is marketed as "smart" rather than documented. 1 2
The Works Council Advocate
Shift templates, skills and certification management, open shifts and labour sharing across unlimited locations are documented, and a smart auto-scheduler proposes shifts matched by eligibility, availability and preferences, with labour forecasting set against a budget. What the pages never say is where the 'future demand' figures come from — no POS revenue, footfall or bookings source is named — and we found no public information comparing forecast, proposal and actual hours in one place. 1 2
The Frontline Employee
Shift templates, skills and certification tracking, open shifts and labour sharing across unlimited sites are all shown, and the auto-scheduler proposes matches by eligibility, availability and preferences — a real proposed plan, not just a grid. It stops short of the top: forecasting compares scheduled hours to unnamed "future demand" with no till-revenue or footfall source named, and I found no public information on staffing counts per shift or coverage gaps being shown before publication. 1 2
The Skeptic
Shift templates, skills and certification management, OpenShifts, labor sharing across unlimited locations and an auto-scheduler matching shifts by eligibility, availability and preferences are all evidenced, which carries this well past a plain weekly grid. The forecasting story compares scheduled hours against future demand, but the pages never name the demand data source and the auto-scheduler is said to use "workforce management app data", so I found no public information on what the forecast actually consumes; coverage gaps before publication are also not shown. 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 captured pages show only generic overtime and break tracking plus 'custom scheduling rules' — no specific statute, rest period, youth-protection or collective-agreement rule is named anywhere, and the terms state the service is designed for use in the United States. That means the eleven-hour rest, Minijob limit and Tarifvertrag surcharges stay in my memory, not in the system. 2 4
The Operations Director
The pages show generic overtime and break tracking plus "custom scheduling rules" without naming a single working-time provision; we found no public information on a daily-hours maximum, the eleven-hour rest period, youth or maternity protection, Minijob earnings limits, or collective-agreement surcharges. The terms place the service as designed for use by Workplaces and individuals in the United States, which is consistent with what the pages show. 2 4
The Payroll Officer
Beyond "overtime and break tracking" and "custom scheduling rules" no rule is ever named: we found no public information on rest periods, daily hour limits, youth or maternity protection, Minijob earnings limits, or night, Sunday and holiday surcharges from a collective agreement. The terms state the service "is designed for use by Workplaces and individuals in the United States", so the worked month leaves these pages with no enforceable rule behind it. 2 4
The Works Council Advocate
The only rule-like capability anywhere in the evidence is generic 'overtime and break tracking' with paid break tracking; no statute, rest period, youth protection, collective agreement or surcharge rule is ever named, and the service is stated to be designed for use in the United States. For a council that has to defend rest periods and overtime distribution, there is no rule book here to check a roster against. 2 4
The Frontline Employee
The only rule-adjacent things anywhere are generic overtime and break tracking, and the terms state the service is designed for United States workplaces. I found no public information on the German daily-hours maximum, the 11-hour rest period, Minijob limits or collective-agreement surcharges — the rules stay in the planner's memory. 2 4
The Skeptic
The pages describe "overtime and break tracking" and paid-break tracking, which is a record of hours, not a check: nothing says a rule warns the planner or blocks publication, and no specific rule is ever named. The terms state the service is designed for use in the United States, and I found no public information on the ArbZG daily maximum, the 11-hour rest period, youth or maternity protection, Minijob limits or collective-agreement surcharges. 2 4
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
The mobile app covers availability and time-off requests, swap requests with manager review, open-shift claiming, GPS clock-in and built-in messaging that keeps shift talk out of private messengers. I found no public information on whether swap approval checks qualifications or rest periods first, on offline clock-in handling, or on language coverage. 1 2 4
The Operations Director
A mobile app with availability entry, time-off and absence tracking, swap review with manager approval, open-shift claiming, confirmation alerts and GPS clock-in is well evidenced, and built-in messaging with shift reminders keeps coordination off personal phone numbers. We found no public information on swap approvals checked against qualifications or rest rules before sign-off, offline clock-in handling, multilingual coverage, or employees viewing and exporting the data held about them — that caps the floor-service story for me. 1 2 4
The Payroll Officer
The floor worker gets a real mobile app — availability and time-off requests, OpenShifts to claim, swaps under manager review, GPS or geofenced clock-in, shift confirmation alerts, and built-in team messaging with reminders and direct messages that keep shift talk out of private chats. We found no public information on swap approvals being checked against eligibility or rest rules, on offline clock-in handling, shared terminals, or language coverage. 1 2 4
The Works Council Advocate
The mobile app covers availability and time-off requests, shift swaps submitted for manager review, open-shift claiming with instant notifications, GPS clock-in and built-in team messaging for shift talk. We found no public information on multilingual coverage, offline clock-in handling, or swap approvals being checked against qualifications and rest periods, and the only export route for data held about an employee is a privacy request by email. 1 2
The Frontline Employee
The phone side looks real: a mobile app with time-off and availability management, swap reviews, open-shift claiming, shift confirmation alerts, GPS clock-in and built-in messaging instead of a photo in a group chat. But I found no public information on the app's languages, offline handling, or swaps being checked against qualifications and rest rules before approval — for someone who reads the roster in her own language, that silence matters. 1 2 4
The Skeptic
The floor worker gets real substance: mobile apps with availability entry, time-off approval, swap review, open-shift claiming, instant notifications, GPS clock-in and built-in messaging that spares personal phone numbers. I found no public information on swaps being checked against qualifications or rest periods before approval, offline handling, a multilingual interface, or employees seeing and exporting the data held about them. 1 2 4
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
Four roles with custom permissions and 'advanced privacy and data controls' are described, and GPS location collection is permission-based on the user side. But I found no public information on a published data-processing agreement, retention or deletion periods for employee records, or an audit log of views — and with GPS geofencing marketed prominently and no public information on a workplace-level switch for it, a works-council conversation would be starting from scratch. 2 3 4
The Operations Director
Admin, supervisor, manager and employee roles are named and the pricing page claims "advanced privacy and data controls", but we found no public information on configuring who may see absence reasons, an audit log of views and changes, retention periods for availability or absence data, or documentation to support a works agreement; the thirty-day removal clause covers cancelled or inactive workplace accounts rather than employee records. GPS collection being permission-based is the one comfort here. 2 3 4
The Payroll Officer
Visibility is a fixed set of roles — Admin, Supervisor, Manager, Employee — plus a one-line "Advanced privacy and data controls", and we found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed someone's data, or retention periods for availability and absence records. GPS location collection is permission-based and geofenced clock-in is marketed prominently, and we found no public information on switching monitoring functions off or on material a works council could review. 2 3 4
The Works Council Advocate
Admin, Supervisor, Manager and Employee roles exist and permissions are called customizable, but GPS and geofencing are marketed as headline features — 'GPS-enforced geofencing to prevent early arrivals' — and we found no public information on switching location monitoring off employer-side; the device-permission wording is consent on the employee's phone, not a works-agreement opt-out. We also found no public information on retention or deletion periods for employee records, an audit log of who viewed whose data, a published data-processing agreement, or any material for works-council approval, while absence monitoring is sold as a feature and the vendor records calls. 1 2 3 4
The Frontline Employee
Admin, supervisor, manager and employee roles are described and "advanced privacy and data controls" are claimed, but the privacy policy presents GPS location collection with no statement that a workplace can switch it off. I found no public information on retention or deletion of employee records, an audit log, a published data processing agreement, or anything a works council could work with. 2 3 4
The Skeptic
Admin, Supervisor, Manager and Employee roles with custom role permissions and "Advanced privacy and data controls" are the only visibility configuration shown, and nothing says who can see absence reasons. GPS and geofencing clock-in is marketed as a feature, the privacy policy describes location collection "where you grant this permission", and I found no public information on whether monitoring can be switched off, on an audit log of views and changes, on retention or deletion periods for employee records, or on any documentation a works agreement would need. 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
Four named payroll systems — Rippling, ADP, QuickBooks, Gusto — sync attendance and labor data, POS integration and tips tracking are listed, and an API with public documentation is available. I found no public information on a lock step before transmission, wage-type mapping for surcharges, or any German payroll path such as DATEV, so my Steuerberater stays on retyped paper. 1 2
The Operations Director
Attendance and labour data sync with four named payroll platforms — Rippling, ADP, QuickBooks, Gusto — alongside a POS integration and public API documentation, so the month ends in a real handoff rather than a retyped spreadsheet. For my world, though, we found no public information on a DATEV or Lohn und Gehalt path, a lock step before transmission, wage types mapped per surcharge, or an HR master-data sync. 1 2 4
The Payroll Officer
Attendance and labor data sync to named platforms — Rippling, ADP, QuickBooks, Gusto — with POS integration, third-party import/export and a documented API, which is more than a raw CSV handoff. We found no public information on wage types mapped per surcharge, a lock step before transmission, retro corrections after the month closes, or any European payroll route; the tips tracking shown is US-style gratuities, not collective-agreement surcharges. 1 2 4
The Works Council Advocate
Four payroll platforms are named — Rippling, ADP, QuickBooks and Gusto — with attendance and labour data synced, POS integration, calendar sync and a documented API alongside. We found no public information on a lock step before transmission, wage-type mapping for surcharges, or how corrections after a payroll close are handled, so the payroll story rests on named logos rather than documented mechanics. 1 2 4
The Frontline Employee
Four payroll systems are named — Rippling, ADP, QuickBooks, Gusto — said to receive attendance and labor data, alongside a documented API and a claimed POS integration. But no POS system is named, and I found no public information on how surcharges or absences are mapped or on any check before transmission. 1 2 4
The Skeptic
Named payroll sync with Rippling, ADP, QuickBooks and Gusto covering attendance and labor data, a POS integration and a documented API are genuinely more than a CSV. I found no public information on surcharge or wage-type mapping, on a lock step before transmission, on a German payroll path such as DATEV Lohn und Gehalt, or on which tier the time clock sits in beyond a reference to licensing the Time & Attendance feature. 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 vendor is a US company in Minneapolis with primary data centers in the United States, fees in USD, and the service explicitly designed for use in the United States; the captured pages give different names for the contracting entity — When I Work, Inc. and When I Work, LLC. I found no public information on any EU hosting option, and the only subprocessor named on the pages is Clair for on-demand pay. 3 4
The Operations Director
Vendor and contracting entity sit in Minneapolis with primary data centres in the United States, mandatory arbitration under a US-law contract, and no published subprocessor list — Clair surfaces only as the on-demand-pay provider receiving hours, rates and break data. The captured pages give different figures for the contracting entity's name (When I Work, Inc. and When I Work, LLC); both are Minnesota, so either way this is a non-EU arrangement end to end. 1 3 4
The Payroll Officer
Contracting entity and primary data centers sit in the United States — When I Work, Inc. of Minneapolis, terms governed by Minnesota law, "We maintain primary data centers in the United States" — and the only subprocessor the pages name is Clair, which receives hours worked, hourly rate and break information for on-demand pay. We found no public information on an EU hosting option or the wider subprocessor chain, so availability, absence and location data on employees rest wholly outside the EU. 3 4
The Works Council Advocate
The contracting entity is a US company in Minneapolis, primary data centres are stated to be in the United States, and the terms impose mandatory arbitration with a class-action waiver; no subprocessor list is published, with only Clair named — receiving hours worked, hourly rates and break information — alongside Facebook and Google logins. For availability, absence and GPS location data about employees, this is US jurisdiction end to end, and we found no public information on any EU hosting option, certification, or EU contracting entity. 1 3 4
The Frontline Employee
This is an American product end to end — a Minneapolis entity, primary data centres in the United States, terms stating it is designed for US use; the captured pages even give different entity names (When I Work, Inc. and When I Work, LLC), both American. The subprocessor list is not published, no certifications are stated, and nothing documents where my availability and GPS data legally sit. 3 4
The Skeptic
The contracting entity is When I Work, Inc. of Minneapolis, primary data centers are in the United States, and the terms are governed by Minnesota law. I found no public information on EU hosting, an EU entity, or a published subprocessor list; the only named third-party processor is Clair for on-demand pay. 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
Two tiers are priced publicly — $2.50/user/month for a single location, $5/user/month for multiple locations — with month-to-month or annual billing, no setup fees, no minimum term, and every plan said to include full access with no enterprise-only paywall. For the real annual invoice, though, the enterprise tier is contact-sales only, no separate annual price is stated, and I found no public information on VAT treatment or how seasonal and inactive staff are counted. 1 2
The Operations Director
Both tiers carry public per-user maths with the billing period stated — $2.50 per user per month for a single location or schedule, $5/user/month for multiple locations — with no setup fees, no long-term contracts, a fourteen-day trial without a credit card, and every plan claimed to include full access, so no module add-ons left to price. We found no public information on how seasonal or inactive staff are counted, VAT treatment, or the enterprise tier beyond "contact us to discuss enterprise workforce management pricing built for scale." 1 2 4
The Payroll Officer
The per-user maths is public — $2.50 per user per month for a single location or schedule, $5 per user per month for multiple — with monthly or annual billing, a free 14-day trial without a credit card, no setup fees and cancellation at any time. Enterprise pricing goes through a sales conversation and single sign-on or API access is posed as a question rather than priced, and we found no public information on VAT treatment, how inactive or seasonal staff are counted, or terminal hardware, so the annual invoice is still not computable from public pages alone. 1 2 4
The Works Council Advocate
Two per-user prices are public — a single location or schedule at $2.50 per user per month and multiple locations or schedules at $5 per user per month — with monthly or annual billing stated, no setup fees, and a 14-day trial without credit card. A buyer still cannot see how inactive or seasonal staff are counted or how VAT is treated (fees are in US Dollars), the enterprise tier is 'contact us', and the captured pages give different pictures of whether the time and attendance capability is included in a plan or separately licensed. 1 2 4
The Frontline Employee
Two headline prices are public — plans "starting at just $2.50 per user per month" and "Multiple locations or schedules $5 /user/month" — with monthly or annual billing, no setup fees, no contracts, and every plan said to include full access. The enterprise tier is contact-sales only, and I found no public information on tax treatment or how seasonal and inactive staff are counted. 1 2
The Skeptic
The pricing page publishes "Single location or schedule $2.50 /user/month" and "Multiple locations or schedules $5 /user/month" with monthly or annual billing, no setup fees and no contracts, so the main per-head maths is computable. Enterprise pricing is a sales conversation, the single-sign-on and API question points the same way, and I found no public information on how inactive or seasonal staff are counted or on VAT treatment. 1 2 4
European sovereignty — proven facts
1 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | US by default ⚠ unverified | 0/3 pts | 3 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. The same section also says data "may be stored and processed in your region, in the United States or in any other country", so non-US processing is not excluded, but no EU hosting option is documented anywhere.
- 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.
- 6 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 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
- 3 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
- 3 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 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
- 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
- 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 wheniwork.com Checked 22 Sep 2026 Details →
- 2 Pricing page wheniwork.com Checked 22 Sep 2026 Details →
- 3 Privacy policy wheniwork.com Checked 22 Sep 2026 Details →
- 4 Terms of service wheniwork.com Checked 22 Sep 2026 Details →
- 5 Roster building & demand planning — found from sitemap wheniwork.com Checked 1 Oct 2026 Details →
- 6 Roster building & demand planning — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 7 Working-time law & collective agreements — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 9 Mobile self-service for deskless staff — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 11 Works council & employee data — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 12 Payroll handoff & integrations — found from sitemap help.wheniwork.com Checked 1 Oct 2026 Details →
- 13 Payroll handoff & integrations — found from sitemap wheniwork.com Checked 1 Oct 2026 Details →