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rexx systems

EU-Made Report an error

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 rexx systems GmbH · www.rexx-systems.com

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

The Payroll Officer

Weighted verdict

Closes payroll every month and answers to the tax adviser when it is wrong. Cares about one thing above all: whether the month leaves this system clean, with backdated changes, mid-month leavers and variable pay handled. Treats "CSV export" as a confession, not a feature.

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

Scored by The Payroll Officer

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 Payroll Officer

The digital personnel file holds salary data and its development, with full historization and audit-proof archiving that the vendor aligns with DSGVO and GoBD, plus batch scanning, generated personnel documents and organisation management covering subsidiaries and cost centres — that is close to a record an auditor could work from. I found no public information on effective-dated contract changes, custom fields, or granular field-level permissions beyond general role rights. 1 2 5

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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 Payroll Officer

This is what I would bet a month-end close on: an official DATEV interface partnership covering Lohn und Gehalt and LODAS, bidirectional, with master data and movements delta-synced on change, variable pay (overtime, bonuses, surcharges, net deductions), absences and electronic sick certificates going out daily-current or at a cut-off date, and payslips, tax certificates and social-insurance registration and deregistration papers coming back into employee self-service. ADP and Paisy connections are also named. I found no public information on a documented pre-payroll check or an approval and lock step before transmission, and no separate access for the tax adviser. 1 2 6 7 8

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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 Payroll Officer

The configuration has real payroll-relevant depth: multiple time accounts with automatic allocation, overtime surcharge and capping models, shift and timezone handling, pro-rata leave quota on mid-year joins and exits, and electronic sick certificates linked into absence bookings with full history. I found no public information on public-holiday calendars per location, break and rest-period rules, or an export framed for a labour inspection, nor any statement on the German working-time recording duty. 7 8 9

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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 Payroll Officer

The join path is genuinely connected: multiposting including named free job boards, a CV parser with fit score and scorecards, digital signature on contract offers with automated rejections, and the signed contract flows the applicant into onboarding workflows with timelines, reminders and equipment provisioning. Applicant data is stated to be deleted after six months. I found no public information on budget-gated requisition approval or onboarding tasks triggered directly in payroll. 2 4 10 11

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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 Payroll Officer

Encryption, role rights and an audit trail are stated, AI assistance is opt-in with humans making the final decision, and applicant data is deleted after six months. But I found no public information on a signable data-processing agreement for the product, module-configurable or field-level roles, stated employee retention periods, or deletion that can be executed in the system — and nothing a works council could lean on for switching monitoring off. 4 5

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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 Payroll Officer

Rexx Systems GmbH is registered in Hamburg with German register court and VAT details, and the vendor's own pages describe hosting in its own cloud on ISO-certified German and Swiss data centres, plus an on-premises option — while the independently sourced attributes mark data residency as unconfirmed. I found no public information on a product subprocessor list, or on which of the German, Austrian and Swiss entities signs customer contracts. 2 3 8

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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 Payroll Officer

The pricing page states the software is calculated individually with no standard packages, and not one figure is public: no per-employee price, no price for the standardised entry packages that list only thirty-two consulting and eight training hours, and no figures for the DATEV PMS switching discounts. No HR lead can compute any part of an annual invoice from these pages. 2

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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 Not determined ⚠ unverified — uncited Report an error
Subprocessors Not determined ⚠ unverified — 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 (11)

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

  1. 1 Vendor homepage www.rexx-systems.com Checked 15 Sep 2026 Details →
  2. 2 Pricing www.rexx-systems.com Checked 15 Sep 2026 Details →
  3. 3 Imprint www.rexx-systems.com Checked 15 Sep 2026 Details →
  4. 4 Privacy policy www.rexx-systems.com Checked 15 Sep 2026 Details →
  5. 5 Digital personnel file & data model — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  6. 6 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  7. 7 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  8. 8 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  9. 9 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  10. 10 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  11. 11 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →