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HR Management

Cezanne HR

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Panel 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 Cezanne HR Ltd · www.cezannehr.com

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Read this page as one judge. Each weighs the same scores by what they care about.

The Works Council Advocate

Weighted verdict

Sits on the Betriebsrat and has to approve this rollout under BetrVG §87. Reads every feature for whether it can monitor behaviour, and asks what is logged, who can read it and what can be switched off. A tool that cannot answer those questions does not get installed, however good it is.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The Works Council Advocate

Digital personnel file & data model

How this is scored

The system of record: employee master data, the digital personnel file, org structure, custom fields, and whether history is kept rather than overwritten.

0 — A contact list with job titles; no document storage, no org structure, no history — changes overwrite what was there.

3 — Employee records with document upload, but a flat structure: no org chart, few or no custom fields, and no dated history of contract or salary changes.

5 — Digital personnel file with structured document types, an org chart, custom fields, and change history on the core employment fields.

8 — Complete record: versioned contract and compensation history with effective dates, document templates with e-signature, org structure supporting multiple entities and cost centres, and granular field-level permissions.

10 — The file is the single source of truth an auditor could work from: full effective-dated history on every field, retention rules per document type, delegated administration per entity, and export that reproduces the record intact.

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The Works Council Advocate

A core HR admin module is named, with document tracking and e-signatures as compliance features, which puts this above a contact list. But we found no public information on an org chart, custom fields, or dated change history on contracts and salary — that history is what I need for any works-council data audit, and I have to treat it as unevidenced. 1

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Payroll handoff

How this is scored

Whether the month closes cleanly into payroll — DATEV, Lohn und Gehalt, an in-house system or an external tax adviser — and how much of that is automated rather than re-typed.

0 — No payroll path stated at all; whatever leaves the system leaves as a spreadsheet somebody retypes.

3 — Generic CSV export said to be usable for payroll, with no named payroll system, no defined format and no handling of mid-month changes.

5 — A named payroll integration or a documented export format for at least one major system (e.g. DATEV LODAS/Lohn und Gehalt), covering the recurring monthly fields.

8 — Certified or vendor-maintained integration with a named payroll provider, covering variable pay, absences and mid-month joiners and leavers, with a documented pre-payroll check.

10 — Payroll is a first-class part of the product: maintained bidirectional integrations with several named systems, an auditable approval and lock step before transmission, retro-accounting for backdated changes, and the tax adviser given their own access.

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The Works Council Advocate

A payroll path is stated — in-house payroll in the suite plus a managed UK payroll service run by the vendor's own team — so this is not a spreadsheet retyped by hand. Everything payroll is framed for the UK, though, and we found no public information on DATEV, any documented export format, a pre-payroll check, or mid-month joiners and leavers. 1

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Absence & working-time

How this is scored

Vacation, sickness and working-time recording — including whether the product meets the German recording duty (BAG 2022, ArbZG) rather than merely offering a timer.

0 — No absence or time handling; both live in a spreadsheet elsewhere.

3 — Vacation requests with an approval step, but entitlement is manual, carry-over is not handled and there is no working-time recording.

5 — Automatic entitlement and carry-over, sickness recording, an absence calendar, and basic working-time capture with a report per employee.

8 — Configurable per country and contract: pro-rata entitlement, public-holiday calendars per location, break and rest-period rules, overtime accounts, and an export the employer can hand to a labour inspection.

10 — Working-time recording built as a legal obligation rather than a feature: tamper-evident records, documented compliance with the ArbZG recording duty, works-council-configurable monitoring limits, and shift or on-call models handled without add-ons.

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The Works Council Advocate

Absence and Time Tracking both appear as named modules, so working-time capture exists in principle rather than living in a spreadsheet. The captured pages give no functional detail, and I found no public information on entitlement rules, sickness handling, compliance with the German recording duty, tamper-evident records, or who can read the captured times — the exact questions I must ask. 1

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Recruiting & onboarding

How this is scored

The join path — vacancy to signed contract to a person who has an account, equipment and a plan on day one.

0 — Neither applicant tracking nor onboarding exists; hiring happens in a shared inbox.

3 — A basic applicant list with statuses, or an onboarding checklist — one of the two, without the handover between them.

5 — Applicant tracking with a careers page, structured stages and rejection handling, plus a checklist-driven onboarding that carries the hired candidate over into an employee record without re-entry.

8 — Multi-posting to named job boards, interview scheduling and scorecards, GDPR-conscious applicant retention and deletion, e-signed contracts, and onboarding that triggers tasks in IT and payroll.

10 — The whole join is one governed flow: approval-gated requisitions with budget, structured and bias-conscious evaluation, automated applicant deletion at the stated deadline, and provisioning driven from the record so day one needs no HR intervention.

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The Works Council Advocate

Recruitment, applicant tracking and onboarding are all named as modules, which is the full join path in name rather than half of it. We found no public information on structured stages, applicant retention and deletion deadlines, e-signed contracts, or whether the hired candidate carries into the employee record without re-entry — applicant data is where subject rights bite hardest, and it goes unaddressed. 1

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Employee data protection & co-determination

How this is scored

How the product handles the most sensitive personal data a company holds — retention, deletion, role separation, subject rights — and whether it can pass a works council (BetrVG §87) rather than merely a procurement checklist.

0 — No stated retention or deletion handling, no role model beyond admin-or-not, and no DPA offered on the site.

3 — A DPA exists on request and roles are coarse; retention and deletion are described as something the customer arranges themselves.

5 — A signable DPA is published, roles are configurable per module, applicant and employee retention periods are stated, and deletion can be executed rather than only promised.

8 — Field-level access control with an audit log of who read what, configurable retention per data category with automatic deletion, documented subject-rights support, and monitoring or analytics features that can be switched off for co-determination.

10 — Built for the works council to say yes: published processing documentation and subprocessor list, per-entity data separation, tamper-evident audit trail, evaluation and behavioural-analysis features off by default with their scope documented, and a data-protection impact assessment the customer can build on.

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The Works Council Advocate

The vendor states GDPR tools to delete or anonymise data under EU and UK GDPR, plus encryption and password protection, so deletion can be executed rather than only promised. For my approval under co-determination that is not close to enough: we found no public information on a published data processing agreement, retention periods, role separation per module, an audit log of who read what, or whether the Insights analytics and pulse survey features can be switched off or scoped — a tool that cannot answer those questions does not get installed, however good it is. 1

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European sovereignty

How this is scored

Where the data lives, who the contracting entity is, who the subprocessors are, and whether the answer is documented rather than assumed. Independently sourced by the sovereignty pipeline; scored here as the buyer would weigh it.

0 — US-headquartered vendor, US contracting entity, hosting region unstated or US, subprocessors not named.

3 — EU hosting is offered as an option but the contracting entity is non-EU, or the subprocessor list is incomplete or absent.

5 — EU hosting stated as standard and an EU contracting entity, but the subprocessor chain includes non-EU providers without an explained safeguard.

8 — EU or DACH hosting with a named data-centre provider, an EU contracting entity, the full subprocessor list published, and any non-EU processing named with its legal basis.

10 — Sovereign end to end and evidenced: vendor, contracting entity, hosting and every subprocessor in the EU, certification of the data centres published, and an on-premises or private-cloud option for buyers who need it.

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The Works Council Advocate

The contracting entity is Cezanne HR Limited of 57 Southwark Street, London — a non-EU entity — and the product is cloud-based with the region unstated. We found no public information on hosting location, the data-centre provider, or any subprocessor list; for a works council that is the first question, and the captured pages leave it open. 1

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Pricing transparency not rated — the vendor publishes no price

How this is scored

Whether an HR lead can compute the real annual invoice for their headcount — including the modules they actually need — from public pages alone.

0 — No public prices at all; every tier is a sales conversation.

3 — An entry price per employee exists, but the modules most buyers need are unpriced, or a minimum headcount, setup fee or mandatory onboarding package is not stated publicly.

5 — Per-employee prices are public for the main tiers with the billing period stated, but at least one commonly needed module (payroll, time, recruiting) hides in an unpriced bundle.

8 — Every tier and module priced publicly with per-employee maths, billing period, minimum term and VAT treatment stated; only genuinely custom enterprise work lacks a number.

10 — Complete price computability: a calculator or table that produces the annual invoice for a given headcount and module selection, including setup, minimums and renewal terms.

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The Works Council Advocate

The commercial structure is stated plainly: "a straight-forward monthly subscription fee adjusted to match your active headcount and modules", with "no upfront costs, no implementation fees, and no long-term contracts" and free implementation support. No per-employee price is stated on the captured pages, so no HR lead can compute their real annual invoice from public information alone. 1

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European sovereignty — proven facts

1 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency EU only ⚠ unverified 3/3 pts 2 Report an error
Subprocessors Not determined — uncited Report an error

Where this could be wrong

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.

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Sources (8)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor page www.cezannehr.com Checked 22 Sep 2026 Details →
  2. 2 Security / trust page — found from the homepage cezannehr.com Checked 30 Sep 2026 Details →
  3. 3 Payroll handoff — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →
  4. 4 Payroll handoff — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →
  5. 5 Absence & working-time — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →
  6. 6 Recruiting & onboarding — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →
  7. 7 Recruiting & onboarding — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →
  8. 8 Employee data protection & co-determination — found from sitemap cezannehr.com Checked 1 Oct 2026 Details →