HR Management
Sesame HR
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Sesame HR (Sesame Technologies S.L.) · www.sesamehr.com
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Sesame HR at a glance
- Vendor
- Sesame HR (Sesame Technologies S.L.)
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Sesame HR 2/5, the mean of 6 judges. Sesame HR, from Sesame Technologies S.L., a Spanish limited company, is an HR management product whose strongest scores land on core HR records, payroll readiness and employee data governance — each holds a flat 4. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Sesame HR, from Sesame Technologies S.L., a Spanish limited company, is an HR management product whose strongest scores land on core HR records, payroll readiness and employee data governance — each holds a flat 4. Judges repeatedly name the role model the strongest thing on display: view and edit per installed tool plus per-data-point toggles across personal, work and custom fields that apply automatically. Payroll preparation is real — configurable periods from monthly down to daily with a closing date, bulk salary-supplement import and overtime balance rules — but every captured exchange is an Excel file, and we found no public information on any named payroll system or defined handoff format. Sovereignty scores spread the widest, from 1 to 3: beyond the vendor's Spanish corporate form, we found no public information on hosting region, subprocessors or certification. Time and absence and recruiting and onboarding each spread from 3 to 4, the lower scores weighing the unevidenced working-time capture and the unevidenced recruiting half of the join path most heavily. No public pricing was found on the captured pages.
Speaks for it
- Role permissions switch view and edit per installed tool and per individual data point across personal, work and custom fields, with changes applying automatically across the product.
- Payroll preparation covers configurable period types from monthly to daily with a closing date, bulk salary-supplement import and overtime balance rules.
- Onboarding and offboarding templates can be assigned during employee creation, in batch across a group, and start automatically on the chosen date.
- Absence requests run through validators with mobile filing, configurable absence types and half-day requests calculated from the assigned daily or weekly schedule.
- Employee records support custom fields, saved filterable templates with fields such as annual salary and work schedule, and Excel export.
Held against it
- We found no public information on hosting region, subprocessors, data-centre providers or certification, leaving the Spanish corporate form the only signal the judges found.
- We found no public information on any named payroll system or defined handoff format; the only outbound format in evidence is an Excel download.
- We found no public information on working-time recording of any kind, which judges tied to the German recording duty.
- We found no public information on applicant tracking, careers pages or structured hiring stages, so the join path begins at the employee record.
- We found no public information on an audit log of who read what, retention periods, executable deletion or a published data-processing agreement.
Best for
- You need to restrict sensitive fields — salary, bank account, ID numbers — down to the individual data point for each role.
- You prepare payroll in-house and can work with configurable periods from monthly to daily and bulk Excel supplement imports.
- You want onboarding and offboarding that batch-assigns to groups and starts automatically on a selected date.
- You need absence requests with validator approval, mobile filing and half-day handling based on each employee's assigned daily or weekly schedule.
Avoid if
- You must feed a named payroll system such as DATEV or Lohn und Gehalt through a defined handoff format, since the only outbound format in evidence is an Excel download.
- Your procurement requires a documented hosting region, subprocessor list and data-centre certification, since sovereignty scores spread from 1 to 3 with the Spanish corporate form as the only signal.
- You need working-time recording to satisfy the German recording duty, since time and absence scores run from 3 to 4 and we found no public information on working-time recording of any kind.
- You need applicant tracking and structured hiring rather than onboarding alone, since recruiting and onboarding scores run from 3 to 4 with only the onboarding half of the join path evidenced.
The scores
| Criterion | Panel median |
|---|---|
| Digital personnel file & data model | 2 of 5 |
| Payroll handoff | 2 of 5 |
| Absence & working-time | 2 of 5 |
| Recruiting & onboarding | 1.5 of 5 |
| Employee data protection & co-determination | 2 of 5 |
| European sovereignty | 1 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
Employee records with search, saved templates and an Excel export give me a workable directory, and per-data-point view/edit permissions per role are genuinely granular — but I found no public information on an org chart, on dated change history for contracts or salary, or on document types beyond payslips. Without history I can audit, this stays a directory next to my spreadsheets rather than the file of record for 400 people. 1 2 3
The Payroll Officer
Records carry custom fields and a data-privacy grid that flips view and edit per data point across personal, work and salary data, and payslips can sit in a document manager. We found no public information on dated change history, versioned contracts, an org chart or effective dates on salary changes — annual salary appears only as a column in a template you download to Excel, which tells me nothing about whether history survives an edit. 1 2 3
The Works Council Advocate
Employee records carry custom fields and filterable templates down to annual salary and work schedule, and roles can switch view and edit per individual data point, which is a real control. But we found no public information on an org structure, any dated history of contract or salary changes, or retention rules for stored documents, so the file cannot serve as the record an auditor or a works council works from. 1 2 3
The Data Protection Officer
Employee records carry custom fields and per-data-point view and edit permissions spanning personal data, work data and custom fields, with filterable templates that export to Excel. We found no public information on an org chart, change history, or effective-dated contract and salary records, and document handling is evidenced only as payroll uploads to a document manager. 1 2 3
The IT Integrator
Employee records exist with custom fields, and the database can be filtered into shareable templates and exported to Excel; access can even be tuned per data point across personal, work and custom fields. But we found no public information on an org chart, on dated change history for contract or salary fields, or on structured document types for the personnel file — as a system of record it stops well short of the file an auditor would need. 1 2 3
The Skeptic
Employee records carry personal, work and custom fields with a document manager that at least accepts payrolls, but the "templates" here are filtered list views that download to Excel — we found no public information on an org chart, effective-dated contract or salary history, or document templates with e-signature. 1 2 3
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
Payroll preparation clearly lives in the product — configurable periods with a closing date, bulk supplement import by Excel, overtime balances and a leaves report feeding in — which is more than a bare export claim. But I found no public information on any named payroll system, certified integration or defined handoff format, so the month still closes as cleanly as whoever moves those Excel files; for a tax-adviser or in-house payroll setup I cannot see the joiners and leavers path. 1 3 4
The Payroll Officer
There is real preparation work — configurable period types with a closing date, bulk salary supplements, overtime balance rules and a leaves report — but the supplement round-trip runs through an Excel file tied to the current period. We found no public information on any named payroll system, a documented export format, a pre-payroll check, or how mid-month joiners, leavers and backdated changes reach the payroll run. 3 4
The Works Council Advocate
Payroll preparation exists as a real module — configurable periods from monthly to daily with a closing date, bulk supplement import, leaves reports, overtime balance rules and employee signature requests — but everything moves as Excel files, and we found no public information on any named payroll system such as DATEV or Lohn und Gehalt, on a pre-payroll check, or on retro-accounting of backdated changes. 3 4
The Data Protection Officer
The payroll module handles configurable pay periods with closing dates, multi-currency salary periods, bulk supplement import and signature requests, but every captured exchange is an Excel file. We found no public information on any named payroll system, a defined handoff format for DATEV or an in-house system, mid-month joiners and leavers, or a documented pre-payroll check. 1 3 4
The IT Integrator
There is a real payroll-preparation module — configurable periods with closing dates, bulk salary-supplement import bound to the current period with mismatch handling, overtime balance rules and a downloadable leaves report — which is more structure than a bare spreadsheet export. But we found no public information on any named payroll system or defined handoff format: supplements go in and out as Excel, and nothing evidences an automated path or an API a tax adviser could connect to. 3 4
The Skeptic
Payroll preparation exists as a module you must install, with configurable periods from monthly down to daily, a closing date, overtime balance rules, multi-currency salaries and bulk Excel import of supplements. But we found no public information on any named payroll system such as DATEV or Lohn und Gehalt, and the only outbound format evidenced is an Excel download. 1 3 4
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
Absence requests with approver validation, configurable absence types and half-day handling prorated against each person's assigned schedule are real and usable. But I found no public information on automatic entitlement, carry-over, sickness recording or any working-time capture — with the German recording duty on my desk, nothing captured here is something I could hand to a labour inspection. 5 6
The Payroll Officer
Time off runs a proper request-and-validator flow, on mobile too, with half-day absences computed from the employee's daily or weekly schedule and absence types configured through a calendars section. We found no public information on automatic entitlement, carry-over or sickness handling, nor on any working-time capture or the German recording duty. 5 6
The Works Council Advocate
Absence requests go to validators who approve or reject, half-days can be configured and calculated from the employee's assigned schedule, and requests can come from the mobile app. We found no public information on automatic entitlement and carry-over, sickness recording, an absence calendar, or any working-time recording, and no public information on how the German recording duty would be met — for my committee, that question alone decides the rollout. 5 6
The Data Protection Officer
Absence requests go through validators with mobile support, configurable absence types under calendars, and half-day requests calculated from the daily or weekly schedule — somewhat more than bare request-and-approve. We found no public information on automatic entitlement, carry-over, sickness recording, or any working-time recording, and nothing on the German recording duty. 3 5 6
The IT Integrator
Absence requests run through an approval workflow with mobile support, and half-day requests can be configured against the employee's assigned schedule with daily or weekly calculation — thoughtful, but narrow. We found no public information on automatic entitlement or carry-over, on sickness recording, or on any working-time capture that would speak to the German recording duty. 5 6
The Skeptic
Requests run through validators with configurable absence types, reason selection, mobile filing and half-day calculation driven off the assigned daily or weekly schedule. We found no public information on automatic entitlement, carry-over, sickness handling, or working-time recording of any kind — for a German employer that last one is a legal duty, not a feature. 5 6
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
Onboarding templates that start automatically on a chosen date, can be picked during employee creation and batch-assigned cover the checklist half of the join nicely, and offboarding travels the same road. I found no public information on applicant tracking, a careers page, structured stages or e-signed contracts, so hiring would stay in the shared inbox I am trying to shut down. 7 8
The Payroll Officer
Onboarding is genuinely template-driven: it can be attached in the last step of employee creation, batch-assigned across a group, and starts automatically on the chosen date, with offboarding processes alongside. We found no public information on applicant tracking, a careers page or hiring stages, so the join path begins at the employee record rather than the vacancy. 7 8
The Works Council Advocate
Onboarding and offboarding templates can be assigned during employee creation, in batch across a group, and start automatically on a chosen date — the second half of the join path, done properly. We found no public information on applicant tracking, a careers page, structured evaluation or e-signed contracts, so only the onboarding half of the join is evidenced at all. 7 8
The Data Protection Officer
Onboarding templates can be assigned during employee creation, in batch, or started automatically on a chosen date, with offboarding handled the same way. We found no public information on applicant tracking, a careers page, structured stages, rejection handling, or any retention and deletion of applicant data — the front half of the join path is entirely unevidenced. 7 8
The IT Integrator
Onboarding exists as templated welcome flows that can be assigned during employee creation, batch-assigned to a group, and started automatically on a chosen date — the automatic welcome flow suggests the account exists on day one. But we found no public information on applicant tracking, so the join path only begins after the hire is made, and nothing evidences tasks pushed to IT or provisioning of anything beyond Sesame itself. 7 8
The Skeptic
Onboarding and offboarding are genuinely tooled-up — templates, three assignment paths, batch assignment, automatic start on a chosen date, and template selection during employee creation — but the employee must already exist for the process to attach to. We found no public information on applicant tracking, careers pages or e-signed contracts, so the join path begins where recruiting should. 7 8
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
Roles are configurable per tool and down to the individual data point for view and edit, applied automatically across sections — the best-evidenced part of this product. But I found no public information on a published data-processing agreement, retention periods, executable deletion, an audit log of who read what, or subject-rights support, and that silence is what a works council will ask me about first. 2 9 10
The Payroll Officer
The role model is granular — view and edit switched per tool and per individual data point, with roles built from scratch or duplicated — which is more than most. But we found no public information on a data-processing agreement, retention periods, executable deletion or an audit log of who read what, and those are the questions a works council asks first. 2 9 10
The Works Council Advocate
Permissions are genuinely granular — per role, per installed tool, and per individual data point across personal data, work data and custom fields, applied automatically everywhere — which is what I need to restrict sensitive fields. But we found no public information on an audit log showing who read what, on retention periods and executed deletion, on a published data-processing agreement, or on analytics and monitoring features and whether they can be switched off; under co-determination law I cannot recommend installing what I cannot inspect. 2 9 10
The Data Protection Officer
Roles are genuinely granular — per-tool view and edit plus a data-privacy screen toggling view and edit for each data point, applied automatically across the product — which is a real basis for a works-council conversation. But I treat an undocumented DPA as a finding: 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 subject-rights support. 2 9 10
The IT Integrator
The role model is the strongest thing here: per-tool view and edit levels, General and Specific role types, and a data-privacy layer that switches view and edit per data point with changes applied automatically across the product — genuine granularity. Beyond that we found no public information on a published data-processing agreement, retention periods, executable deletion, or an audit log of who read what, which is exactly what a works council will ask. 2 9 10
The Skeptic
The role model is the strongest thing on display: per-tool view and edit levels plus per-data-point view and edit toggles across personal, work and custom fields that propagate automatically across the product. But we found no public information on a published DPA, retention periods, executable deletion or an audit log of who read what — the things a works council asks before anything else. 2 9 10
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
The only signal is the vendor's Spanish-registered company name; I found no public information on where data is hosted, the contracting entity, the subcontractor chain or any data-centre certification. For 400 people's most sensitive data, an answer I have to assume rather than document is one I cannot defend. 2 9
The Payroll Officer
The vendor trades as a Spanish company, which points into the EU, but the captured pages state nothing about where data is hosted, who the contracting entity is, or which subprocessors are involved. We found no public information on hosting region, data-centre providers or certification, so nothing beyond the vendor's domicile is documented. 1
The Works Council Advocate
The vendor trades as Sesame Technologies S.L., a Spanish corporate form, which at least suggests a European entity. We found no public information on the hosting region, the data-centre provider, the subprocessor list or any certification in the captured pages, so a buyer cannot verify where their employees' data actually lives. 1 9
The Data Protection Officer
No sovereignty attributes are on record: we found no public information on hosting region, the contracting entity, or a single subprocessor, and no published processing documentation anywhere in the captured pages. The vendor name suggests a Spanish company, but where employee data lives and who touches it is assumed rather than documented. 2 10
The IT Integrator
The vendor trades as Sesame Technologies S.L., a Spanish limited company, which points at an EU contracting entity. But the captured pages state no hosting region, name no data-centre provider and list no subprocessors, and we found no public information on any of these or on certifications — sovereignty here has to be assumed rather than verified. 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
I found no public information on prices — no per-employee rate, no tiers, no billing period, no module pricing — even though the product plainly ships as installable modules like Payroll. An HR lead cannot compute even a rough annual invoice for their headcount from the captured pages, so it is a sales conversation before I can budget. 1 3
The Payroll Officer
No captured page shows a single price, tier, billing period or per-employee figure, and the Payrolls module sits behind an install step with no public number attached. We found no public information on pricing, so an HR lead cannot compute an annual invoice from this evidence. 3
The Works Council Advocate
We found no public information on pricing of any kind — no per-employee figure, no tier, no billing period, no setup or onboarding fee — while modules like payroll and onboarding are described in detail. An HR lead can compute nothing of the annual invoice from public information. 3 7
The Data Protection Officer
We found no public information on prices, tiers, per-employee rates, billing period, minimum terms or setup fees in the captured pages. An HR lead cannot compute any part of the annual invoice — including for the payroll module — from what is published. 3
The IT Integrator
We found no public pricing information on any captured page — no per-employee price, no tier, no billing period. Even the Payrolls module, which the help pages say must be installed before it appears, carries no price, so an HR lead cannot compute even a rough annual invoice from public information. 3
The Skeptic
We found no public information on prices — no tier, no per-employee figure, no billing period, no setup fee or minimum term — and the payroll module that must be installed carries no public price, so no part of an annual invoice can be computed from these pages. 3
Questions about Sesame HR
Is Sesame HR European?
Not determined: the vendor’s pages as captured do not say where Sesame HR is based.
Where does Sesame HR store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Sesame HR have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Sesame 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: Sesame HR alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- 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.
- We found no public information on pricing on the pages we read (help.sesamehr.com/en_US/employee-management/how-to-filter-your-employee-database, help.sesamehr.com/en_US/roles/manage-access-to-employee-data, help.sesamehr.com/en_US/payroll/how-can-i-set-up-a-payroll-period, help.sesamehr.com/en_US/payroll/how-can-i-import-supplements-in-bulk, help.sesamehr.com/en_US/time-off-and-holidays-user/how-to-request-absences-and-leaves-from-work-through-the-app, help.sesamehr.com/en_US/time-off-and-holidays/can-i-configure-half-day-absences-for-my-team-to-request and 4 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- We found no public information on compliance on the pages we read (help.sesamehr.com/en_US/employee-management/how-to-filter-your-employee-database, help.sesamehr.com/en_US/roles/manage-access-to-employee-data, help.sesamehr.com/en_US/payroll/how-can-i-set-up-a-payroll-period, help.sesamehr.com/en_US/payroll/how-can-i-import-supplements-in-bulk, help.sesamehr.com/en_US/time-off-and-holidays-user/how-to-request-absences-and-leaves-from-work-through-the-app, help.sesamehr.com/en_US/time-off-and-holidays/can-i-configure-half-day-absences-for-my-team-to-request and 4 more). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 5 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
Sources (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Digital personnel file & data model — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 2 Digital personnel file & data model — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 3 Payroll handoff — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 4 Payroll handoff — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 5 Absence & working-time — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 6 Absence & working-time — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 7 Recruiting & onboarding — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 8 Recruiting & onboarding — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 9 Employee data protection & co-determination — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →
- 10 Employee data protection & co-determination — found from sitemap help.sesamehr.com Checked 13 Oct 2026 Details →