Workday HCM

The People Lead

The pages show a personnel management module in a full HCM suite, with employee self-service for HR data and a field set of tax, demographic, attendance and compensation data flowing between HR and payroll. We found no public information on the digital personnel file itself — document storage, org structure, custom fields, or dated contract and salary history — so I cannot tell from public pages whether the record keeps its history or overwrites it. 1 3 4

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The Payroll Officer

The HCM overview names a core HR module holding tax, demographic, absence and compensation data, with self-documenting audit trails and configurable workflows, so real employee records exist. But I found no public information on document storage, org structure, custom fields, or effective-dated history of contract and salary changes — for a system that has to carry backdated corrections, that silence is what decides it. 1 4 9 10

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The Works Council Advocate

The captured pages name a personnel-management module and the employee data it holds — tax data, demographic personal data, attendance and compensation information — with self-documenting audit trails and segregation of duties claimed. But we found no public information on document storage, an org chart, custom fields, or whether contract and salary changes keep dated history rather than overwriting it; without that history I cannot tell an employee what their file said a year ago, which is what a works council needs at a dismissal hearing. 1 4 10

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The Data Protection Officer

The captured pages show an HR management module with defined master-data categories — tax data, demographic data, absence times and compensation — plus configurable user access, which is more than a contact list. But we found no public information on document storage, an org chart, custom fields, or dated change history on employment terms, so the structured digital personnel file level is not evidenced. 1 4 9

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The IT Integrator

The captured pages confirm a human capital management product holding demographic, tax and compensation data with audit trails in the background, but we found no public information on a digital personnel file, document storage, an org chart, custom fields, or effective-dated history of contract and salary changes. Since I want the HR system to be the source of truth for accounts, it also matters that we found no public information on an API or provisioning surface for this data. That leaves records somewhere between a flat store and a real personnel file. 1 4 10

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The Skeptic

The captured pages list HCM modules and an AI-driven self-service for managing "HR data", but we found no public information on the personnel file itself — no document types or e-signature, no org chart, no custom fields, no effective-dated history. The audit-trail claims I did find sit on the financial-management pages, not on anything describing an employee record. 1 3 10

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The People Lead

Certified bi-directional integrations with named partners (Strada, Deel, CloudPay, PwC) covering 180+ countries, payroll for Germany, Austria and Switzerland delivered by Strada, and native payroll in five countries plus real-time automatic data flow — this is a real handoff, not a retyped CSV. We found no public information on a documented pre-payroll check, retro-accounting of backdated changes, or the tax adviser getting their own access, so I cannot yet confirm the month closes without me chasing anyone. 3 4

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The Payroll Officer

Certified bi-directional integrations with named partners — CloudPay, Deel, PwC, Strada — native payroll for the US, UK, France, Canada, Australia and Ireland, and Germany, Austria and Switzerland covered by Workday Payroll provided by Strada, with absences riding the same platform into payroll. But I found no public information on a pre-payroll check, on mid-month joiners and leavers, or on retro-accounting for backdated changes, and the captured pages give different figures for country coverage, so I stop short of the top marks. 3 4 6

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The Works Council Advocate

Certified, bi-directional, real-time integrations are documented for payroll in 180+ countries, with native payroll for Australia, Canada, France, the UK, Ireland and the US, and Germany, Austria and Switzerland covered through Workday Payroll provided by Strada — named providers, which is what I want to see. The pages do not show variable pay, mid-month joiners and leavers, or a documented pre-payroll check and approval-lock step before transmission, so I hold it just below the certified mark. 3 4

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The Data Protection Officer

Certified, bi-directional integrations are stated for payroll in 180+ countries through named partners — Deel, CloudPay, Strada, PwC — with payroll for Germany, Austria and Switzerland offered as "Workday Payroll provided by Strada" and real-time automatic data flow between HCM and payroll. That matches vendor-maintained, certified integration with named providers; we found no public information on retro-accounting for backdated changes, a documented pre-payroll check, or separate tax-adviser access, so the highest level is not evidenced. 3 4

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The IT Integrator

Certified bi-directional integrations with named partners including Strada covering Germany, Austria and Switzerland, native payroll for five countries, and real-time automatic data flow between HCM and payroll make this a genuine handoff rather than re-typing. We found no public information on a documented pre-payroll check, variable pay, retro-accounting, or how mid-month joiners and leavers are handled, which keeps it one step short of the certified-and-complete picture. 3 4

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The Skeptic

Certified, bi-directional integrations with named partners — CloudPay, Deel, Strada, PwC — covering 180+ countries is the strongest payroll story in this file, and Germany appears only as "Workday Payroll provided by Strada". The captured pages give different country lists for native payroll, and we found no public information on a DATEV path, on variable pay, absences, mid-month joiners and leavers, or a documented pre-payroll check. 3 4

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The People Lead

Requests, balances and accruals sit on one platform together with time tracking, scheduling and payroll, with an absence plan library, automated approvals and reminders, and one-click absence reports — the vacation calculation looks genuinely automated rather than a spreadsheet beside a beautiful org chart. We found no public information on the German working-time recording duty, carry-over, sickness recording, or per-location public-holiday calendars, so the labour-inspection side of the record stays unproven. 5 6

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The Payroll Officer

Requests, balances and accruals with a library of policies and absence plans, automated approvals and reminders, one-click absence reports, and time tracking and scheduling named on the same platform as payroll — the recurring month is covered. I found no public information on carry-over, sickness recording, per-country holiday calendars, overtime accounts, or documented compliance with the German working-time recording duty. 1 5 6

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The Works Council Advocate

Leave requests, balances and accruals run on one platform together with time tracking, scheduling and payroll, with a policy and absence-plan library, automated approvals and reminders, and one-click absence reporting. We found no public information on sickness recording, carry-over, public-holiday calendars per location, break and rest-period rules, overtime accounts, or anything on the German working-time recording duty — for a German rollout that silence decides the score, because recording time is a legal obligation, not a nice-to-have. 5 6

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The Data Protection Officer

Time-off requests, balances and accruals are tracked and reported on a single platform that also covers time tracking, scheduling and payroll, with an absence-plan library, automated approvals and one-click absence reports. We found no public information on sickness recording, carry-over handling, per-country holiday and break/rest configuration, or the German working-time recording duty, so the compliance-grade level is not evidenced. 5 6

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The IT Integrator

Leave requests, balances and accruals run on one platform together with time tracking, scheduling and payroll, with automated approvals, a policy and absence plan library, and absence analytics for managers. We found no public information on the German working-time recording duty, break and rest-period rules, overtime accounts, carry-over, or an export an employer could hand to a labour inspection — even the German absence page only speaks of complying with current legislation in general terms. 5 6

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The Skeptic

Requests, approvals, balances and accruals are evidenced, with a policy and absence plan library, one-click absence reporting, and time tracking named as part of the same platform. We found no public information on carry-over, sickness recording, public-holiday calendars per location, break and rest rules or overtime accounts — and the German working-time recording duty is addressed, if at all, only as generic "adapt to changing legislation". 5 6

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The People Lead

Recruiting is evidenced as an integrated product with AI candidate grading, automated sourcing from existing talent pools, and hiring managers guided through Microsoft Teams, backed by customer stats on review speed and recruiter capacity. We found no public information on onboarding itself, careers pages, structured stages, interview scheduling, applicant retention and deletion, or e-signed contracts — only half of the join path from vacancy to a productive day one is visible. 7 8

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The Payroll Officer

Recruiting is evidenced beyond a basic list — AI-driven candidate grading, automated sourcing from existing databases and partner networks, deadline notifications, and manager collaboration through Microsoft Teams, integrated with Workday Recruiting — but the pages describe the AI layer, not the hiring pipeline. I found no public information on careers pages, structured stages, interview scheduling, applicant retention and deletion, e-signed contracts, or any onboarding step from candidate to day one. 7 8

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The Works Council Advocate

AI-driven candidate grading, automated sourcing from existing databases and partner networks, and integration with Workday Recruiting are documented, including hiring-manager support through Microsoft Teams. We found no public information on a careers page, structured stages, rejection handling, e-signed contracts, applicant retention and deletion, or any onboarding flow at all; and automated candidate evaluation is precisely the kind of feature whose scope and deactivation must be documented before a works council can agree to it. 7 8

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The Data Protection Officer

The captured pages evidence AI-driven candidate grading, automated talent sourcing from existing databases and partner networks, and Microsoft Teams support integrated with Workday Recruiting — more than a basic applicant list. We found no public information on onboarding, careers pages with structured stages, e-signed contracts, or applicant retention with automated deletion at a stated deadline; for applicant data specifically, no deletion commitment is visible, which caps this just above the basic level. 7 8

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The IT Integrator

The sourcing side is well evidenced: AI candidate grading, automatic lead sourcing from existing databases and partner networks, Teams-based manager collaboration, and integration with Workday Recruiting. But I judge onboarding by whether the account gets created, and we found no public information on onboarding tasks, e-signed contracts, applicant retention and deletion deadlines, or provisioning of accounts and equipment — the join path after the hire decision is not evidenced at all. 7 8

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The Skeptic

What is evidenced is a sourcing-and-grading AI layer (HiredScore) said to be "integrated with Workday Recruiting", with Teams support for hiring managers and vendor statistics; the applicant tracking itself — careers page, structured stages, rejection handling — is named as a product but never described. We found no public information on onboarding of any kind, and the "unbiased, AI-driven candidate grading" claim is presented without supporting documentation. 7 8

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The People Lead

The privacy policy lists full subject rights, SCCs and DPF certification, states data is deleted or anonymized once no business need remains, and a GDPR page mentions configurable user access and monitoring of audit logs. Retention is described only as "as long as necessary" with no periods per data category, and we found no public information on a signable data processing agreement, field-level access with a who-read-what log, or monitoring features that can be switched off for co-determination. 2 9

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The Payroll Officer

Determining what data is collected, managing user access, configuring security and monitoring audit logs are stated, alongside segregation of duties and self-documenting audit trails, and deletion or anonymisation of personal data with a retention rationale is described. But that retention language sits in Workday's own privacy policy rather than for customer employee records, retention periods for employee and applicant data are not stated, and I found no public information on a signable data processing agreement — recipients appear only as categories such as hosting, analytics and chatbot services. 2 9 10

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The Works Council Advocate

The privacy policy grants access, deletion, portability and objection rights, states that customer user data is neither sold nor monetised through advertising, and product pages mention configuring user access and monitoring audit logs. But we found no public information on a signable data-processing agreement, retention periods beyond 'as long as necessary', field-level permissions, an audit log showing who read what, or whether AI candidate grading, real-time anomaly detection and manager absence analytics can be switched off — under BetrVG §87 a tool that cannot answer what is logged, who reads it and what can be turned off does not get installed, however good it is. 2 9 10

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The Data Protection Officer

Retention is stated as "as long as necessary for legitimate business reasons" with deletion or anonymisation once no business need remains, and backups hold data until deletion is possible — a promise rather than configured execution, with no retention periods per data category. Configurable user access, audit-log monitoring and segregation of duties are evidenced, but we found no published data processing agreement and no named subprocessor list — only categories of service providers such as hosting, analytics and call recording — so the works-council-grade level is not evidenced. 2 9 10

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The IT Integrator

The privacy policy enumerates subject rights including deletion and portability, states that no solely automated decisions with legal effect are made, and the GDPR page shows configurable data collection, user access management and audit logs to monitor, backed by self-documenting audit trails and segregation of duties. We found no public information on a signable data processing agreement, named subprocessors — only unnamed categories are listed — stated retention periods, field-level access control, or whether the AI candidate evaluation can be switched off; a works council will ask for exactly those. 2 9 10

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The Skeptic

Retention is stated only as "as long as necessary" with deletion or anonymisation once no business need remains — backup isolation is at least acknowledged — and user rights, Standard Contractual Clauses and a role as controller or processor are listed. We found no public information on a signable data-processing agreement, per-category retention periods, an audit of who read which field, or anything on works-council co-determination; the self-documenting audit trails I did find live on the financial-management pages. 2 9 10

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The People Lead

The captured privacy policy names Workday Limited in Dublin as controller only for persons in the EEA, UK and Switzerland, with Workday, Inc. in Pleasanton responsible for everyone else; we found no public information on where data is hosted or which subprocessors are involved — service providers are described only by category. An Irish entity plus DPF and SCC language documents the transfer, but it is not a documented EU footprint a works council can lean on. 2

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The Payroll Officer

The vendor is US-headquartered, and the Irish Workday Limited is controller only for users in the EEA, UK and Switzerland, with Workday, Inc. of the USA named as controller for everyone else. Data residency and the data-centre provider are not stated on the captured pages and subprocessors are named only as categories, so a buyer cannot verify from public pages where employee data actually lives. 2 5

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The Works Council Advocate

For users in the EEA, UK and Switzerland the controller is Workday Limited in Dublin, with standard contractual clauses and Data Privacy Framework certification for transfers, but for all other persons the controller is Workday, Inc. in the USA. We found no public information on where the data is hosted or on a named subprocessor list — recipients appear only as categories such as IT and hosting, data analytics, call recording and chatbot technology — so an Irish entity alone does not carry the weight. 2

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The Data Protection Officer

The vendor is US-headquartered, and Workday Limited in Dublin is controller only for EEA, UK and Swiss users while Workday, Inc. in the USA is controller for everyone else. We found no public information on hosting region or data residency, and subprocessors appear only as service-provider categories; EU-US Data Privacy Framework certification and standard contractual clauses are the stated transfer mechanisms. An EU contracting path exists for some users, but the chain behind it is not publicly documented, which lands at the partial level. 2

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The IT Integrator

An Irish entity, Workday Limited in Dublin, is named as controller for users in the EEA, UK and Switzerland, while every other person gets Workday, Inc. in the USA, and the vendor relies on the EU-US data privacy framework with standard contractual clauses for transfers. We found no public information on where data is hosted, who the subprocessors are beyond unnamed categories, or any EU hosting commitment — from a US-headquartered vendor, that leaves the sovereignty case mostly open. 2 5

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The Skeptic

Workday, Inc. of Pleasanton is controller for everyone outside the EEA/UK/Switzerland, with Workday Limited of Dublin as controller only within it; transfers rest on Standard Contractual Clauses and the Data Privacy Framework, and dispute resolution runs through a US body. We found no public information on hosting location, ownership, or a named subprocessor list — only categories of service providers — which is the EU-entity-with-caveats picture with the residency question unanswered. 2

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The People Lead

The captured pages give no prices at all: every route ends at "Contact Sales" and a demo, with only a general statement that services are sold by subscription and that user data is not monetized through advertising. I cannot begin to compute an annual invoice for 400 people from anything published. 2 5

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The Payroll Officer

No price appears on any captured page — no per-employee figure, no tier, no billing period, no minimum headcount or setup fee — the only commercial element shown is a prompt to contact sales. An HR lead cannot compute even a fragment of the annual invoice from the public pages. 5

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The Works Council Advocate

The captured pages contain no prices at all; the only path shown is 'Ready to talk? Get in touch. Contact Sales.' An HR lead cannot compute any part of the annual invoice from public pages, and for an enterprise rollout that absence is itself information the council has to weigh. 5

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The Data Protection Officer

We found no public prices in the captured pages — no tiers, no per-employee rate, no billing period, no setup or minimum terms — only a "Contact Sales" invitation. An HR lead cannot compute any part of the annual invoice from public pages alone, which is the lowest level of pricing transparency. 5

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The IT Integrator

No price figure appears anywhere in the captured pages — only that the product is sold as a subscription and a Contact Sales link. An HR lead cannot compute a single line of an annual invoice for any headcount from public information, so every module conversation starts with sales. 2 5

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The Skeptic

We found no public pricing information at all — no tiers, no per-employee figure, no billing period, no setup or minimum terms; the only commercial signal captured is a "Contact Sales" invitation. An HR lead cannot compute any part of the annual invoice from these pages. 5

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