HR Management
Deel HR
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Deel, Inc. · www.deel.com
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Deel HR at a glance
- Vendor
- Deel, Inc.
- Headquarters
- Not stated on the vendor’s pages as of 20 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 20 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 20 Oct 2026
- Panel verdict
- The AI panel rates Deel HR 2/5, the mean of 6 judges. The judges' weighted verdicts on Deel HR range from 3.1 to 4.6. how scores are made
- As of
- Vendor pages captured 20 Oct 2026; evaluated by the panel 21 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
The judges' weighted verdicts on Deel HR range from 3.1 to 4.6. Payroll readiness is the strongest criterion at 5-7: payroll runs on Deel's in-house engines with per-entity calendars, cutoff handling, correction shifts carried into the next cycle and off-cycle runs, and a DATEV export runs automatically each month in DATEV-compatible format — though the pages describe it as accounting data rather than a payroll handoff. Core HR records at 2-3 and employee data governance at 2-4 are weakest: an org chart and People tab are evidenced, but we found no public information on a digital personnel file, document storage or dated contract history, nor on a signable data processing agreement, retention periods or an audit log. Sovereignty scores range 2-4: AWS hosting with primary operations in Ireland and disaster recovery in France is documented, while lower scores point to a US cloud provider and no published subprocessor list. Time capture and onboarding score 4-5, with no public information on vacation entitlement, carry-over or sickness. Only a "3 months free of PEO" promotion is priced publicly.
Speaks for it
- Payroll runs on Deel's own in-house engines with per-entity calendars, cutoff-date handling, correction shifts and off-cycle runs
- A DATEV export runs automatically each month in DATEV-compatible format with pre-configured entries and linked invoices for companies in Germany
- Working time is captured through the Deel app, browser or Slack with break policies, rotating schedules and geofencing that takes location only at clock-in, breaks and clock-out
- A candidate placed in JobAdder automatically becomes a New Hire profile in the People tab without re-entry
- The trust center publishes ISO 27001 and SOC reports with GDPR claims, and the API supports custom roles built from permission sets
Held against it
- We found no public information on a digital personnel file — document storage, custom fields or dated contract and salary history
- We found no public information on vacation entitlement, carry-over, sickness recording or an absence calendar
- We found no public information on a signable data processing agreement, stated retention periods, executable deletion or an audit log of who read what
- We found no public information on the contracting entity's jurisdiction or a published subprocessor list
- The captured pages describe approval differently for the two routes: managers approve app-submitted time before payroll, while API-created shifts are accepted on their submission timestamp
Best for
- You want approved hours to flow directly into Deel's own payroll engine with cutoff, correction and off-cycle handling
- Your company is in Germany and your accountant imports DATEV each month
- You hire through JobAdder and want placed candidates to become new-hire records without re-entry
- You manage rotating, hourly or field teams and want time tracking included in the contract rather than sold as an add-on
Avoid if
- You require manager approval on every time entry — the API states shifts created through it have no separate approval step
- Your accountant needs a payroll-format handoff such as DATEV Lohn und Gehalt — the pages describe the monthly export as Deel accounting data
- Your hosting policy rules out a single named cloud provider — the security page states a fully AWS-hosted infrastructure with primary operations in Ireland and disaster recovery in France
The scores
| Criterion | Panel median |
|---|---|
| Digital personnel file & data model | 1.5 of 5 |
| Payroll handoff | 3 of 5 |
| Absence & working-time | 2.5 of 5 |
| Recruiting & onboarding | 2.5 of 5 |
| Employee data protection & co-determination | 1.5 of 5 |
| European sovereignty | 1.5 of 5 |
Digital personnel file & data model
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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.
The People Lead
There is real structure here — an org chart showing reporting structures, employee records in the People tab, and custom roles with permission sets behind them. But we found no public information on the digital personnel file itself: no document storage, no custom fields, no dated history of contract or salary changes, and the file being true is the whole point of replacing my shared drive. 1 3 9 10
The Payroll Officer
The org chart plugin shows reporting structures and flags information changes and anniversaries in Slack, and the developer pages show custom organization roles built from permission sets, but we found no public information on document storage, a digital personnel file, custom fields, or effective-dated history of contract and salary changes. I close months on backdated changes, and these pages give me nothing to verify that the record keeps its history rather than overwriting it. 1 3 10
The Works Council Advocate
The captured pages show an org chart with reporting structures and a role model with permission sets tied to an HRIS structure, but we found no public information on a digital personnel file with document storage, dated contract or salary history, or retention rules per document type. For a works council that is the core question — what the file holds and who can see it — and it stays unanswered; this is more than a contact list, but not by much. 1 3 10
The Data Protection Officer
The captured pages show an org chart that updates user profiles from a connected HRIS or IT system and displays reporting structures, plus a People tab where a placed candidate appears as a new-hire record. We found no public information on the digital personnel file itself — document storage, custom fields, and dated contract or salary history — so an auditor cannot work from what is shown. 1 3 9
The IT Integrator
What I can see is an org chart plugin — reporting structures, change notifications, profiles auto-updated from HRIS or IT systems — plus an HRIS organization-structure id in the roles API, so the org spine is real. But the digital personnel file itself is unevidenced: we found no public information on document storage, custom fields, or dated history of contract and salary changes. Without versioned records I will not make this the source of truth for accounts. 3 10 1
The Skeptic
Employee records surface only as a People tab and a Slack org-chart plugin that syncs with HRIS or IT systems; we found no public information on document storage, contract or salary history, custom fields, or effective-dated changes. An org chart in Slack with new-hire and departure notifications is visibility, not a system of record an auditor could work from. 1 3 9
Payroll handoff
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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.
The People Lead
The in-house payroll engine with cutoff dates, correction shifts rolled into the next cycle, off-cycle runs and late-submission rollover is genuine month-closing machinery, and a DATEV export runs automatically each month for companies in Germany. That said, the DATEV export is positioned for accounting data rather than a Lohn und Gehalt handoff, and we found no public information on mid-month joiners and leavers or a documented pre-payroll check. 4 5 7
The Payroll Officer
Deel runs payroll itself on in-house engines, and the captured pages document cutoff handling, correction shifts for hours already processed for payroll, and off-cycle runs at an additional fee — backdated variable pay is genuinely handled. The DATEV export is real and runs automatically each month with pre-configured entries and linked invoices, but the pages describe it as Deel accounting data the accountant imports; we found no public information on a payroll-data export to DATEV Lohn und Gehalt, a documented pre-payroll check, or mid-month joiners and leavers. 1 4 5 7
The Works Council Advocate
A DATEV export for companies in Germany runs automatically each month with pre-configured entries and linked invoices for the accountant to import, and Deel runs its own payroll engine with cutoff dates, correction shifts and off-cycle runs for late changes. The captured pages describe that export as accounting data and list it under a third-party developer with its own support address, and we found no public information on a Lohn und Gehalt payroll format, a pre-payroll approval and lock step, or retro-accounting of backdated changes. 1 4 5 7
The Data Protection Officer
The DATEV export is documented end to end — configured from the integrations menu, running automatically each month in a DATEV-compatible format with pre-configured entries and linked invoices — and approved hours connect directly to Deel's own payroll engine with cutoff-date logic, correction shifts and off-cycle runs. We found no public information on a documented transfer into Lohn und Gehalt payroll, on absences feeding payroll, or on mid-month joiners and leavers, so the month closes cleanly only inside Deel's own rails. 1 4 6 7
The IT Integrator
Payroll is Deel's own in-house engine and the mechanics are real: per-entity payroll calendars, cutoff-date handling, correction shifts carried into the next cycle and off-cycle runs. A DATEV export runs automatically each month with pre-configured entries and linked invoices for the German accountant, though it is described as accounting data, and we found no public information on a payroll-format handoff such as Lohn und Gehalt. The captured pages also describe approval differently for the two routes — managers approve app-submitted time before payroll, while API-created shifts are accepted on their submission timestamp. 1 4 5 6 7
The Skeptic
Payroll is native here — in-house engines, cutoff logic, correction shifts rolling into the next cycle, off-cycle runs at a contract-dependent fee — and a named DATEV export runs automatically each month in DATEV-compatible format for the German accountant. But that export is sold as accounting data with pre-configured entries and linked invoices, not as a Lohn und Gehalt payroll input, the DATEV app is built by a third party with its own support email, and we found no public information on a documented pre-payroll check or separate tax-adviser access. 1 4 5 7
Absence & working-time
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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.
The People Lead
Working-time capture is well evidenced — logging via app, browser or Slack with manager approval before payroll, break policies, geofencing, custom overtime thresholds per country, and correction shifts. But we found no public information on vacation entitlement, carry-over, sickness recording or an absence calendar, and nothing on the German recording duty or an export a labour inspection would accept — and a beautiful time clock next to a manual vacation calculation is exactly what I refuse to buy. 6 7
The Payroll Officer
The working-time machinery is real: capture via app, browser and Slack with manager approval before anything flows into payroll, break policies, rotating shifts, custom overtime rules with daily and weekly thresholds, and geofencing that takes location only at clock-in, breaks and clock-out. But we found no public information on vacation entitlement, carry-over, sickness recording or an absence calendar — the absence half of this criterion is entirely dark — nor on documentation of the German recording duty or a tamper-evident record a labour inspection could read. 6 7
The Works Council Advocate
Working-time capture is real and broad — geofencing, rotating schedules, break policies, overtime thresholds and manager approval before anything reaches payroll — and time tracking is included in Deel contracts rather than sold as an add-on. We found no public information on vacation entitlement, carry-over, sickness recording or an absence calendar, and nothing on tamper-evident records or the German recording duty. The geofencing pages do state that location is captured only at clock-in, break and clock-out and not continuously — helpful wording in a co-determination negotiation — but we found no public information on an off switch for that monitoring. 6 7
The Data Protection Officer
Working-time capture is genuinely evidenced — clock-in with geofencing that captures location only at clock-in, breaks and clock-out, rotating shifts, break policies, overtime thresholds and multipliers, and manager approval before anything flows into payroll. We found no public information on vacation entitlement, carry-over or sickness recording, and no public documentation of the German recording duty under the ArbZG or tamper-evident records, which is the part a labour inspection would ask about. 6 7
The IT Integrator
Working time is genuinely covered: capture through the Deel app, browser or Slack with manager approval, geofencing that takes location only at clock events, rotating schedules, break policies, overtime thresholds varying by country, and an API to add, update, retrieve and delete shifts with corrections carried into the next cycle. The absence half is silent — we found no public information on vacation entitlement, carry-over or sickness recording, and nothing on the German working-time recording duty or tamper-evident records. 6 7
The Skeptic
Working-time capture is real — break policies, rotating shifts, geofenced clock-in with location captured only at clock-in and clock-out, manager approval before payroll, custom overtime rules with public-holiday thresholds — and it is included rather than an add-on. But the absence half of the picture is blank: we found no public information on vacation entitlement, carry-over, sickness or an absence calendar, and nothing on tamper-evident records, documented ArbZG compliance, or an export for a labour inspection — while the API states shifts created through it need no manager approval step. 6 7
Recruiting & onboarding
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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.
The People Lead
A partner applicant tracking system (JobAdder) automatically creates the new-hire profile in Deel's People tab, and onboarding workflows auto-assign tasks by department or location in Slack — so the handover happens without re-entry, which is the part most tools fumble. We found no public information on careers pages, interview scheduling and scorecards, e-signed contracts, or applicant retention and deletion. 8 9
The Payroll Officer
Onboarding is evidenced as automated workflows that auto-assign tasks by department or location, run in Slack without an external login, and report on pipeline progress, and the JobAdder integration creates a New Hire profile in Deel automatically when a candidate is placed — the handover without re-entry exists. The applicant-tracking side on these pages is the JobAdder integration; we found no public information on a Deel careers page, structured stages, rejection handling, e-signed contracts or applicant deletion. 1 8 9
The Works Council Advocate
Onboarding is evidenced with automated workflows, task assignment by department or location, progress reporting and a Slack path, and a placed candidate in the JobAdder integration flows into the People tab as a New Hire record without re-entry — the handover I would insist on. The applicant-tracking side is shown only through that third-party integration, and we found no public information on careers pages, structured stages, rejection handling, e-signature or applicant retention and deletion deadlines. 8 9
The Data Protection Officer
The join path is evidenced as a handover without re-entry: a candidate placed in the JobAdder applicant system automatically becomes a new-hire record in the People tab, feeding onboarding workflows that assign tasks by department or location with progress reporting. We found no public information on a careers page, rejection handling, e-signed contracts, or automated applicant deletion at a stated deadline — applicant data that deletes itself on the stated date is exactly what I look for and what is absent here. 8 9
The IT Integrator
The handover is real where it counts for me: a candidate placed in JobAdder automatically becomes a 'New Hire' profile in Deel with no re-entry, and onboarding auto-assigns tasks by department or location in Slack with pipeline reporting. But the recruiting evidence rides on a partner ATS, and we found no public information on SCIM provisioning, account creation in third-party IT systems, interview scorecards or e-signed contracts. 9 8 1
The Skeptic
Onboarding is evidenced — automated workflows, tasks auto-assigned by department or location, Slack onboarding without an external login — and a documented JobAdder integration carries a placed candidate over into a New Hire record in the People tab without re-entry. The applicant side, though, lives in a third-party product: we found no public information on Deel's own careers page, structured stages, rejection handling, e-signed contracts, or applicant retention and deletion. 1 8 9
Employee data protection & co-determination
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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.
The People Lead
The security page publishes GDPR claims, ISO 27001, SOC reports, role-based access and a trust centre, and the API supports custom roles with permission sets; the geofencing page states location is captured only at clock moments. But we found no public information on a signable data-processing agreement, stated retention periods, executable deletion, an audit log of who read what, or switching monitoring off for a works council — my works council would ask all of that on day one. 2 6 10
The Payroll Officer
The security page claims GDPR compliance with ISO 27001, SOC reports and AES-256 encryption, describes need-to-know access with role-based controls, and the developer pages show custom roles assembled from permission sets. But we found no public information on a signable data-processing agreement, stated retention and deletion for applicant and employee data, subject-rights support, or an audit log of who read what — nothing here lets a works council see the cards. 2 10 11
The Works Council Advocate
There is a configurable role model with permission sets and role-based access, a published security posture with ISO 27001 and SOC attestations, and a need-to-know restriction on Deel staff reading customer data. But the questions a works council must ask go unanswered: we found no public information on a signable data-processing agreement, stated retention periods, executable deletion, or an audit log of who read what, and the geofencing clock-in monitoring has no documented off switch. A tool I cannot interrogate on those points does not get installed. 2 6 10 11
The Data Protection Officer
Certifications and role separation are published — ISO 27001, SOC reports, GDPR alignment claims, need-to-know access, and custom roles with permission sets creatable through the API. We found no public information on a signable data processing agreement, stated retention periods, deletion that executes rather than promises, an audit log of who read what, or a published subprocessor list; for the most sensitive data a company holds, that is not a package a works council can say yes to. 2 10 11
The IT Integrator
The trust center publishes ISO 27001 and SOC reports, states GDPR compliance, and the API lets me build custom roles with scopes and permission sets — customer-side role configuration, not just admin-or-not. Geofencing is described as GDPR-aligned with location captured only at clock-in, break and clock-out. But we found no public information on a signable data processing agreement, stated retention periods, executable deletion or an audit log of who read what — which is what a works council will actually ask for. 2 10 11 6
The Skeptic
What is public is certifications and vendor-side hygiene — ISO 27001, SOC reports, GDPR alignment, AES-256 encryption, need-to-know internal access with quarterly training — plus API-level custom roles with permission sets and scopes. For everything a works council will actually ask about we found no public information: no signable data processing agreement, no retention periods, no executable deletion, no audit log of who read what, and no field-level access control. 2 10 11
European sovereignty
panel opinion
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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.
The People Lead
Hosting is stated on the vendor's own security page as AWS with primary operations in Ireland and disaster recovery in France, which is the EU answer a buyer wants. But the contracting entity's jurisdiction and ownership have no public information, and we found no public information on subprocessors — for the most sensitive data my company holds, that silence decides it. 1 2
The Payroll Officer
The security page states a fully AWS-hosted infrastructure with primary operations in Ireland and disaster recovery in France — EU-region hosting, but on a US cloud provider. The contracting entity's jurisdiction and ownership are not documented on the captured pages, and we found no public information on a published subprocessor list or an explained safeguard for the non-EU links in that chain. 2
The Works Council Advocate
The vendor's own security page states a fully AWS-hosted infrastructure with primary operations in Ireland and a disaster recovery site in France, so EU hosting is documented rather than assumed. We found no public information on the contracting entity's jurisdiction, the full subprocessor list, or published certification of the data centres, so the chain above and below the hosting layer stays unverified. 2
The Data Protection Officer
The captured security page states a fully AWS-hosted infrastructure with primary operations in Ireland and a disaster recovery site in France, which a buyer can weigh as EU hosting with a named data-centre provider. We found no public information on the contracting entity's jurisdiction or on subprocessors beyond that named AWS hosting, and an unpublished subprocessor list is a finding in itself. 2
The IT Integrator
The captured security page names AWS with primary operations in Ireland and disaster recovery in France, so EU hosting with a named data-centre provider is documented rather than assumed. Above that layer it stays dark: the contracting entity's jurisdiction is not stated on these pages, and we found no public information on a published subprocessor list or data-centre certifications. 2 1
The Skeptic
The security page states a fully AWS-hosted set-up with primary operations in Ireland and disaster recovery in France, which is EU hosting stated as standard. Against that, we found no public information on the contracting entity's jurisdiction for Deel, Inc. or on a published subprocessor list, and the independently sourced attributes mark legal entity, data residency and subprocessor exposure as unconfirmed on the vendor's own captured pages. 1 2
Pricing transparency
not rated — the vendor publishes no price
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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.
The People Lead
The only pricing signal on the captured pages is a promotion: "Get 3 months free of PEO". There is no per-employee price, no tier pricing and no billing period published, so I cannot begin to compute an annual invoice for 400 people from public pages. 1
The Payroll Officer
The only pricing item on the captured pages is a promotion reading "Get 3 months free of PEO*"; we found no public information on per-employee prices, tiers, billing period, minimum term or setup fees. An HR lead cannot compute even the first line of the real annual invoice from these pages. 1
The Works Council Advocate
The only price-adjacent statements we found are a special offer described as "Get 3 months free of PEO*" and the note that time tracking is included in Deel contracts; off-cycle payroll runs carry "an additional fee that depends on your contract agreement". We found no public information on per-employee prices, tiers, billing period, minimum term or VAT treatment, so an HR lead cannot compute any invoice from public pages alone. 1 6 7
The Data Protection Officer
The only public pricing signals are a special offer of "3 months free of PEO" and an off-cycle payroll fee described as depending on the contract agreement. We found no public per-employee price, tier price or billing period, so an HR lead cannot compute the real annual invoice for their headcount from the captured pages. 1 7
The IT Integrator
The only pricing facts on the captured pages are a promotion — three months free of PEO — and the statement that off-cycle payroll runs carry an additional fee depending on your contract agreement. No per-employee price, tier, billing period or calculator is public, so nobody can compute an annual invoice, and whether SSO or API access sits behind an upsell is equally invisible. 1 7
The Skeptic
The only pricing-adjacent public statement is a promotion — "Get 3 months free of PEO" — alongside one fee for off-cycle payroll runs that "depends on your contract agreement". We found no public information on per-employee prices, tiers, billing period, minimums or setup fees for any of the modules, so no buyer could compute an annual invoice from these pages. 1 7
European sovereignty — proven facts
0 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 | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Questions about Deel HR
Is Deel HR European?
Not determined: the vendor’s pages as captured do not say where Deel HR is based.
Where does Deel HR store data?
Not stated on the vendor’s pages as of 20 Oct 2026.
Does Deel HR have a free plan?
Not stated on the vendor’s pages as of 20 Oct 2026.
What are the best alternatives to Deel HR?
As of 21 Oct 2026, the panel rates rexx systems (3.5/5), HRworks (3/5) and Kenjo (3/5) highest among the other 30 HR Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is rexx systems (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Deel HR alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 20 Oct 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, Subprocessors. Not confirmed on the vendor’s own pages as captured.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 13 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 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 legal 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
- 2 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. Know more? Tell us
Sources (11)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.deel.com Checked 20 Oct 2026 Details →
- 2 Security / trust page — found from the homepage www.deel.com Checked 20 Oct 2026 Details →
- 3 Digital personnel file & data model — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 4 Payroll handoff — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 5 Payroll handoff — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 6 Absence & working-time — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 7 Absence & working-time — found from sitemap developer.deel.com Checked 20 Oct 2026 Details →
- 8 Recruiting & onboarding — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 9 Recruiting & onboarding — found from sitemap www.deel.com Checked 20 Oct 2026 Details →
- 10 Employee data protection & co-determination — found from sitemap developer.deel.com Checked 20 Oct 2026 Details →
- 11 Employee data protection & co-determination — found from sitemap developer.deel.com Checked 20 Oct 2026 Details →