TAMEDA is a web-based workforce management platform for shift planning, time tracking and internal collaboration.

Companies manage shifts, working time, breaks, absences, availability and preferred working times in one place. This reduces the need to switch between spreadsheets, chats and paper lists.

The platform connects important processes in one clear interface. Admins, Managers and Employees therefore keep an up-to-date view of schedules, working time and current requirements.

The solution suits small teams, growing businesses and large organizations with several locations.

A small company can plan shifts and record working time. Larger organizations can also use roles, approvals, individual rules and customized workflows.

Enterprise customers can request tailored features. This allows the solution to match existing processes and specific operational requirements.

Yes, the platform is designed exclusively for companies and other business organizations.

The company is the contracting party and manages the central account. It also decides which employees receive access and which features they can use.

Invited employees use the platform within the company structure. This keeps user management, permissions and internal processes under central control.

Yes, small teams can use the permanently free FREE plan with core features.

Every new company account also receives a standard 14-day upgrade. During this period, the company can test advanced features without an additional booking.

The upgrade ends automatically. It does not create an automatic renewal or paid subscription.

No, the platform works directly in a current web browser.

On many smartphones and tablets, employees can also save it as a Progressive Web App, or PWA. They can then open it conveniently from the home screen.

A traditional installation through the Apple App Store or Google Play Store is therefore not required.

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Admins and Managers create shifts and assign them to employees.

In the dashboard, they can activate Planning Mode. Drag and drop lets them move unpublished shifts in Draft status or assign them to another employee.

Times and duration can be adjusted directly in the Gantt view. A right-click also opens a shortcut menu for duplication, cancellation or deletion.

This saves time. At the same time, Managers can identify conflicts and staffing gaps much faster.

Yes, a shift can first be saved without assigning it to an employee. It then appears as “Unassigned”.

The dashboard shows how many open shifts remain. It also shows how many people are still required for the selected period.

This works especially well for weekly schedules where the final assignment is confirmed later.

Yes, regular shifts can be created as recurring schedules.

A multi-select function also allows Managers to create several shifts across a longer period with only a few clicks. In addition, templates can store common times, roles or locations.

For example, a restaurant can prepare a recurring morning shift for kitchen and service teams. This means the next schedule does not have to start from zero.

Yes, depending on the selected plan, companies can structure their organization with tags, teams and locations, also called Departments.

Teams and Departments are managed as separate organizational areas. As of 13 July 2026, these features are still in testing and are available to selected customers. A wider release is planned after the test phase.

Employees can already be grouped flexibly with tags. One person can receive several tags, such as “Berlin Location”, “Service” and “Full Time”.

Extensive filters then help users find and evaluate the right groups quickly.

Yes, new shifts are checked against existing assignments, absences and working-time rules.

The system displays a clear notice when it finds a conflict. For example, it can detect duplicate scheduling or insufficient rest between two shifts.

The Admin decides which rules only create warnings and which processes require stronger restrictions.

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Yes, employees can view their working time, clock in, clock out and record breaks.

Depending on the setup, they use a personal account, smartphone, browser or paired terminal. The company decides which recording methods are available.

This makes time tracking suitable for mobile teams, fixed workplaces and mixed working models.

Terminal Mode turns smartphones, tablets or dedicated terminal devices into a central digital time clock.

Companies can reuse existing devices or obtain suitable hardware from us. Employees sign in briefly and then select the relevant action.

After the entry, the device automatically returns to the login screen. A special external device is therefore not essential.

Yes, the Admin can exempt selected employees from mandatory Terminal Mode.

These employees can record time actions through both the terminal and their personal account. This works well for field staff, managers or mobile roles.

The exception only affects selected people. The process for the rest of the team remains unchanged.

The exact process depends on the company settings.

Employees can enter a correction directly or submit a change request. An authorized Manager or Admin then reviews the request.

Once a Manager or Admin closes a reviewed payroll period, that period becomes locked. Employees can no longer submit changes or new change requests.

Changes within a closed period are only possible after an authorized Admin reopens it.

An Admin or Manager can clock an employee out when the record remains open. The system logs this action clearly.

The employee can correct the time record or request a correction, depending on company settings. Admins and Managers can also add or adjust working time.

Corrections can increase or reduce the recorded working time. If an employee forgot the entire entry, an authorized person can add the full working period.

Corrections made by Admins or Managers receive a clear label. The system also checks automatically for duplicate or overlapping records.

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Yes, the Admin defines when a break becomes required and how long it should last.

Warnings, checks and smart notifications can also be configured. The system can therefore highlight missing, insufficient or incorrectly recorded breaks early.

For example, a company can require a minimum 30-minute break after six hours of work. This helps reduce errors and supports legal, collective and internal rules.

General rules initially apply to all employees in the company.

However, the Admin can add individual exceptions and special conditions. For example, a person working from home may receive different rights or features from the rest of the team.

This keeps standard rules simple. At the same time, special working arrangements can still be managed properly.

The platform already includes predefined absence types for common use cases.

The Admin can edit, disable or delete existing types. Companies can also create their own categories with suitable names and rules.

This allows businesses to manage vacation, sickness, unpaid absence and internal special cases separately.

Yes, employees can see all absence types made available by the company in their own account. These can include predefined and customized categories.

Employees can request and manage absences directly. Depending on the absence type and Admin settings, the request may require approval. Approved requests can also affect the leave balance.

Admins and Managers can review open requests and approve or reject them. Pending and approved absences appear with clear visual labels in the dashboard.

During shift planning, the system also highlights possible conflicts. Managers can therefore see immediately when an absence overlaps with a planned shift.

Yes, leave calculation can be configured individually for each employee.

During onboarding, important contract details can be entered in the employee questionnaire. These include working days, part-time arrangements, start date and end date.

The Admin can also adjust values and entitlements directly in the leave account. This makes it easier to reflect contractual, operational and country-specific requirements.

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Requests that require approval start with the status “Pending”. An Admin or Manager can then review, approve or reject them.

If an approved request is changed or cancelled, it returns to “Pending”. An authorized person must therefore review every relevant update again.

All status changes remain clearly visible. Employees, Managers and Admins can always see which requests are pending, approved or rejected.

Depending on the selected plan and settings, users can configure notifications individually. Available channels include push notifications, in-app messages and email.

Shift-related and event-based notifications can also be configured flexibly. Reminders may be triggered before or after a defined time.

Employees can receive timely notices about upcoming shifts. Meanwhile, Admins and Managers can be alerted about outstanding or delayed actions.

Relevant information therefore reaches the right people automatically. This helps prevent errors, missed entries and forgotten tasks.

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The main roles are Admin, Manager and Employee.

The Admin manages the company account, central settings and contract. Managers receive selected administration rights and handle operational tasks.

Employees use the areas enabled for them. These can include schedules, time tracking, absences or availability.

Yes, the Admin controls the general feature set for the entire company through the Control Panel.

Features that the company does not need can be disabled completely. They then disappear from navigation and workflows for all employees.

This keeps the platform lean, clear and focused on the company’s actual requirements.

Yes, Feature Access allows the Admin to enable or restrict individual features for selected employees.

For example, Employee 1 may only submit availability. Employee 2 may also enter preferred working times or use additional areas.

Feature Access works at an individual level. The Control Panel, by contrast, controls the general feature set for the whole company.

Yes, additional people can take on administrative and operational tasks as Managers.

A Manager can plan shifts, review working time or approve absences. The Admin decides which permissions are available.

The exact scope depends on the subscription and assigned access rights.

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Depending on the subscription, companies can use monthly summaries, time records, PDF exports, Excel exports and other formats.

Planned and recorded working time remain separate. Managers can therefore compare scheduled and actual hours directly.

Open records or missing approvals appear clearly before an export.

The Admin can also export the complete audit log for a selected period. This supports analysis, internal reviews and compliance documentation.

DATEV-ready exports are planned for payroll preparation.

The platform provides structured data for further processing. However, the final wage-type mapping should be confirmed with the responsible payroll provider.

Further integrations and export formats can be added according to operational needs.

Each company works in its own technically separated area. Roles and permissions control which data an employee can view or change.

Audit logs record important changes, approvals and administrative actions. This keeps time and personnel data traceable and better protected.

We deliberately selected server locations in Germany for data processing. This supports a privacy-focused approach aligned with the General Data Protection Regulation.

Technical and organizational safeguards complement this setup. These include controlled access, encrypted data transmission and clear separation of company data.

Only users whose accounts were active during the relevant month count for billing.

A fully disabled account is not charged. Pending invitations also do not count as active users.

This means companies do not pay continuously for people who are not currently deployed. It also creates flexibility for temporary staff, seasonal workers and regularly returning employees.

Yes, annual booking with full advance payment reduces the price for the pre-booked number of active users by 20 percent.

The model still remains flexible. If the company needs additional users temporarily, these accounts are billed as Flex Users at the regular monthly price of the selected plan.

For example, a company books 50 users for one year and receives a 20 percent discount. If 60 employees are active in one month, only the ten additional Flex Users are charged for that month.

This combines predictable annual costs with the flexibility needed for seasonal work, growth and short-term staffing needs.

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