Who remains the worker's employer?

You do. The platform is timekeeping and document software, not a party to the employment relationship: hiring, the payslip and payment stay with your company. What changes is that the paper trail exists at the moment someone asks for it.

What exactly do I show an inspector?

Hours per shift with who approved them and when, the worker's documents, and how terms changed over time. The burden of proving the worker received what they were owed sits with the employer, so contemporaneous records defend you better than reconstruction afterwards.

How do I track the nine-month ceiling?

The law caps continuous placement through a manpower company at nine months, after which the worker counts as an employee of the actual user business. Placement duration is tracked per worker, so the date is visible in advance rather than discovered once it has passed.

Greeple company Direct employer

For staffing companies

You pay for the hour worked, not for the software.

Post a job, and the platform runs the process from there: it finds candidates, runs the shift, calculates pay and collects evidence for every hour. A shift that was not worked is not billed.

Post a jobThe price is calculated per hour worked, with no hidden conditions

06:50. Two workers did not arrive and the client's truck is waiting.

A replacement from the verified pool is already on the way. No calling around and no messaging threads: one post goes out to everyone in four languages, and the shift goes to whoever accepts first.

A verified pool on a first come, first served basis. If someone cancels, the next candidate on the list steps in.

From there the shift runs automatically.

Coordination without manual work

Once a driver is assigned to a route and an integration manager to a site, the chats between driver and worker and between manager and worker open automatically, the route is built and the check-in gate is bound to the site. You assign the roles and the system completes the rest.

Hours without calling around

Check-in at the gate, hours worked and shift status. You see who is working at this moment.

Financial reporting is generated automatically

The payslip, the reports, the MASAV file, pension clearing, the client invoice and billed-versus-worked reconciliation are generated from the hours worked. Work that usually takes a bookkeeping team a week is ready by the 9th.

See how the month closes

A former worker files a claim within 14 days. What will you produce: a message thread or an hours register?

Under Amendment 24 to the Protection of Wages Law, the burden of proving the hours sits with the employer. Without an hours register the court can credit the worker up to 60 overtime hours a month with no record from them. An employer holding a byte-exact register going back seven years arrives prepared. Otherwise the late-wage penalty can exceed the wage itself.

Complying with the law is not enough when there is no way to prove it.

What a register that holds up in court looks like

By law your client is liable for how you pay people. Provide the evidence.

The law makes the service-client jointly liable for your contributions and wages, and that liability can be lifted only by relying on an audited proof pack (the safe harbour under §27). That is why they request evidence for every worker: at onboarding, on every invoice and at every hand-off. The platform passes them a ready pack with hours, payslip and contributions, without exposing the workers' personal data. A contractor who provides this keeps the account.

Exactly what your client receives

What the platform does not do

We do not pay your workers for you. The money leaves your bank directly
We do not run your company's litigation
The price is calculated per hour worked, with no hidden conditions
And we do not take your client: the platform is a tool, not a competitor.

Why there are people on the platform: their rights are protected, so they come and stay.

Every hour is logged at the moment of check-in, the record belongs to the worker and pay is calculated correctly. That keeps the pool from running dry. Worker protection is your own access to people.

Questions we get

Who remains the worker's employer?: You do. The platform is timekeeping and document software, not a party to the employment relationship: hiring, the payslip and payment stay with your company. What changes is that the paper trail exists at the moment someone asks for it.
What exactly do I show an inspector?: Hours per shift with who approved them and when, the worker's documents, and how terms changed over time. The burden of proving the worker received what they were owed sits with the employer, so contemporaneous records defend you better than reconstruction afterwards.
How do I track the nine-month ceiling?: The law caps continuous placement through a manpower company at nine months, after which the worker counts as an employee of the actual user business. Placement duration is tracked per worker, so the date is visible in advance rather than discovered once it has passed.