GITNUXSOFTWARE REVIEW
Employment & WorkforceTop 10 Best Employee Time Off Tracking Software of 2026
Compare employee time off tracking software options for HR and managers, covering features and tradeoffs for selecting the right tool.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
Search agents gather the source set and the review record, including transcriptions of video reviews and podcasts.
Framework: Features 40% · Ease 30% · Value 30%
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AbsenceSoft is the best pick for enterprise HR teams that need governed leave workflows, because its role-based approvals connect to the leave status with clear audit visibility, whereas Timetastic fits UK-focused HR teams thanks to an auditable approval workflow from submission to decision and a single absence calendar view.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
AbsenceSoft
Role-based approval routing connected to leave status and audit visibility for request lifecycle actions.
Best for: Fits when HR needs governed leave workflows with strong approval control and reconciliation reporting.
Timetastic
Editor pickApproval workflow keeps request states auditable from submission through decision, supporting reconciliation and follow-up.
Best for: Fits when UK-focused HR teams need approvals, calendars, and repeatable leave policy configuration.
Gusto
Editor pickEmployee self-service leave requests connect directly to the approval workflow and balance views within Gusto’s HR experience.
Best for: Fits when HR and payroll already run through Gusto and PTO requests need centralized approvals without custom integrations.
Comparison Table
AbsenceSoft
enterpriseLeave of absence and accommodations management platform for enterprise HR teams.
Role-based approval routing connected to leave status and audit visibility for request lifecycle actions.
AbsenceSoft provides an absence calendar and leave request workflow with explicit approval steps and role-based access controls to limit who can create, edit, and approve requests. HR administrators can configure leave types and mapping behaviors so HR processes can align with internal codes and downstream systems. Governance is strengthened with audit-oriented visibility into workflow actions and changes that affect leave balances.
A practical tradeoff appears in rule configuration depth, since complex accrual carryover and proration setups require careful administration to match each leave code. AbsenceSoft works best when a single approval workflow must handle multiple absence categories and when HR needs reconciliation-ready reporting for monthly or off-cycle balance checks.
- +Approval routing is role-based, reducing unauthorized request edits
- +Absence calendar supports coordinated leave planning across teams
- +Policy-driven accrual behavior supports reconciliations and balance checks
- +HR-facing reporting supports audit trails for workflow changes
- –Complex accrual carryover rules require careful configuration discipline
- –Some advanced workflow scenarios may need admin workarounds
HR operations teams
Monthly balance reconciliation workflow
Fewer reconciliation corrections
Managers and supervisors
Controlled approval of requests
Consistent approval outcomes
Show 1 more scenario
Mid-market HR admins
Standardized multi-team absence calendar
Reduced scheduling conflicts
Use the absence calendar to coordinate coverage planning and keep request statuses visible across teams.
Best for: Fits when HR needs governed leave workflows with strong approval control and reconciliation reporting.
Timetastic
SMBDedicated time off tracking application for managing employee leave and absence.
Approval workflow keeps request states auditable from submission through decision, supporting reconciliation and follow-up.
Timetastic fits teams that want leave request workflow and balance visibility without building a custom workflow engine. The product focuses on configuration-driven leave types, approval routing, and calendar-based absence tracking that keeps employees and managers working from the same record. Governance is handled through role-based access patterns and preserved event history for leave actions, which helps support internal checks during leave balance reconciliation.
A tradeoff appears when organizations require highly bespoke policy logic, since advanced accrual behaviors and edge cases can depend on how leave rules are modeled in Timetastic. It works well for HR and operations teams handling recurring leave requests, manager approvals, and month-end reconciliation where consistent request states and transparent approval decisions reduce manual follow-up.
- +Manager approval workflow matches common leave decision handoffs
- +Absence calendar provides a single view for planned time away
- +Employee self-serve request flow reduces HR back-and-forth
- +Integration support targets HR and payroll data alignment
- –Complex accrual edge cases can require careful leave type modeling
- –Advanced governance reports may require admin work beyond request views
- –Multi-entity setups can add configuration overhead for consistent policies
HR operations teams
Run monthly leave balance reconciliation
Faster reconciliation cycles
People managers
Approve leave with visibility
Lower approval turnaround
Show 2 more scenarios
HRIS administrators
Sync balances with HR systems
Reduced data drift
Coordinate leave data updates to keep HR records aligned with requests.
Employee self-serve users
Submit leave and check status
Fewer status inquiries
Request time off and follow approval outcomes without email chasing.
Best for: Fits when UK-focused HR teams need approvals, calendars, and repeatable leave policy configuration.
Gusto
SMBPayroll and HR platform with integrated PTO tracking and time-off request management.
Employee self-service leave requests connect directly to the approval workflow and balance views within Gusto’s HR experience.
Gusto is a payroll and HR system that includes employee time off tracking built around HR workflows and employee access. Leave requests, approvals, and balances are managed in one place, and policy rules can be configured to match how teams plan PTO and other absence types.
Gusto also supports HRIS-style integrations for syncing employee records and automating HR operations that depend on time off status. For teams that already use Gusto for payroll and HR, leave administration reduces handoffs between time off spreadsheets and HR tools.
- +Leave request and approval workflow stays inside the payroll and HR environment
- +Balance visibility for employees reduces status chasing during open approval cycles
- +HR record syncing supports consistent staffing data for leave routing
- +Configuration of leave types supports common PTO and absence categories
- –Advanced accrual policy setups can require careful configuration and ongoing admin review
- –Third-party time off and timesheet integration options are more limited than pure-play systems
HR administrators and employees
Submit PTO requests with shared balances
Single process for PTO
People operations teams
Route approvals for HR record changes
Clear approval status
Show 2 more scenarios
People managers
Monitor absence approvals and entitlements
Less PTO spreadsheet coordination
Managers track request outcomes and monitor leave balances for teams using configured absence policies.
HR support teams
Reduce HR questions via self-service
Fewer administrative touchpoints
Employees access leave status and balances and complete routine HR requests without recurring admin handoffs.
Best for: Fits when HR and payroll already run through Gusto and PTO requests need centralized approvals without custom integrations.
BambooHR
SMBHR platform with built-in time off tracking, leave management, and PTO policy configuration.
BambooHR API enables automated creation and synchronization of leave-related records with external HR systems.
BambooHR records employee time off requests and approval outcomes inside its HR workflow. The system supports leave type configuration and balance tracking for PTO and other leave categories, with an absence calendar for visibility.
- +Employee self-service leave requests with clear approval status updates
- +Leave type configuration supports different accrual and balance behaviors
- +Absence calendar view helps teams plan around leave quickly
- +API enables HRIS sync patterns for leave data and employee records
- –Leave workflow depth can require careful configuration for edge-case routing
- –Complex PTO policies may need external reconciliation outside the leave UI
HR teams and managers
Plan annual time off in calendar
More structured absence planning
HR, payroll, and operations managers
Approve time exceptions tied to leave
Consistent attendance administration
Show 2 more scenarios
People operations teams
Maintain governed employee master records
More consistent employee records
HR centralizes employee profiles and access permissions so leave tracking links to stable HR data.
Distributed workforce HR teams
Approve leave across remote locations
Centralized remote administration
Remote employees and managers use centralized leave approvals and profiles without relying on email workflows.
Best for: Fits when mid-market HR teams want leave requests, approvals, and balance tracking with HRIS sync and automation via API.
TimeOffManager
SMBCloud-based time off tracking software for managing employee leave requests and balances.
Request-by-request workflow history pairs with rule-based balance updates to keep approvals and balances consistent.
TimeOffManager models leave types with rule-driven accrual and proration behavior, then applies those rules during request submission and balance updates. The workflow layer handles approval routing across manager and delegated approvers, with decision history attached to each request record. Calendar tooling helps HR and managers validate requested dates against existing absences and operational blackout patterns.
- +Rule-driven leave configuration supports consistent accrual and proration behavior
- +Approval workflows retain request decision history for audit and follow-up
- +HRIS sync keeps leave requests and balances aligned for reporting
- +Absence calendar supports operational checking of overlapping requests
- –Initial integration mapping work is required for accurate leave code handling
- –Workflow customization can be complex for multi-step approvals across delegations
- –Advanced edge cases may require careful policy configuration before rollout
- –Reporting depth depends on how balance fields are synchronized
HR ops teams
Standardize leave definitions company-wide
Fewer policy exceptions
Workday time tracking administrators
Keep balances synced with HRIS
Less manual reconciliation
Show 2 more scenarios
People managers
Approve PTO with clearer visibility
Faster decisions
Use the approval workflow and absence calendar to validate dates against existing requests.
Leave and benefits coordinators
Coordinate leave of absence routing
Better case continuity
Route requests through defined approval steps and track decisions for follow-up actions.
Best for: Fits when HR needs governed leave workflows and HRIS-synced balances without manual reconciliation.
Rippling
enterpriseUnified workforce platform with automated PTO and leave policies.
Automations can trigger on leave lifecycle events and sync leave outcomes to external systems via API.
Rippling provides employee time off tracking through a broader HR and IT admin suite, with leave workflows tied to its system-wide automation. It supports leave request routing, absence calendars, and HRIS sync so managers and employees can act on the same leave data.
- +Leave workflows reuse automation logic across HR events and user lifecycle changes
- +HRIS sync keeps leave balances aligned with core employee records
- +API access supports custom leave balance synchronization and reporting pipelines
- +Admin configuration supports role-based approvals for leave requests
- –Multi-state leave compliance requires careful configuration of leave types and rules
- –Accrual liability and reconciliation reporting depends on how balances are exported
Payroll and workforce managers
Carry approved labor into payroll
Less time and payroll mismatch
Employees and managers
Handle leave requests via self-service
Reduced manual HR handling
Show 2 more scenarios
HR and IT administrators
Coordinate leave workflows during offboarding
More coordinated offboarding
Termination events connect to payroll updates and access removal tasks alongside leave updates.
IT and HR teams
Trigger provisioning based on employee status
Faster access updates
Role and status changes trigger account and access actions that align with HR leave and workforce workflows.
Best for: Fits when a single system needs leave workflows plus automation and integrations beyond PTO tracking.
Sage HR
SMBHR management software featuring leave management, shift scheduling, and absence tracking.
Leave request workflow states are designed to stay consistent with HRIS-based employee and policy configuration.
Sage HR brings PTO tracking inside an HR suite, which changes how leave request workflows connect to HRIS updates and employee records. Absence and leave management center on leave types, approval routing, and an absence calendar that supports day-level visibility.
- +Leave workflows tie into HR records for consistent employee data handling
- +Configurable leave types support common policy variations across groups
- +Absence calendar provides practical visibility for managers and HR
- +HRIS sync patterns help reduce reconciliation gaps during HR changes
- –Advanced accrual logic and reconciliation often require careful policy setup
- –Complex approval routing needs stronger governance to avoid request delays
Workforce managers
Plan schedules alongside working time
Clearer schedule and time view
HR teams and line managers
Review availability in shared leave calendar
Coverage planning improves
Show 2 more scenarios
HR operations teams
Route standard leave intake steps
Clear responsibility for follow-up
HR routes common requests through defined intake, ownership, and resolution steps to prevent ad hoc handling.
Distributed HR and line managers
Approve requests with self-service tools
Fewer handoffs to HR
Managers review requests and maintain selected employee information through self-service while handling delegated actions.
Best for: Fits when HR teams want PTO requests to follow HRIS-driven employee data and policy governance.
Deputy
SMBWorkforce scheduling platform with time off requests, leave tracking, and shift management.
Deputy’s staff-facing leave request flow ties approval routing directly to updated absence calendars.
Deputy records employee time off through a leave request workflow that routes approvals and updates absence calendars in one place. The system supports PTO accrual policy handling with leave balance visibility, plus leave type configuration for recurring rules and proration behavior.
- +Leave request workflow updates absence calendar immediately after approval
- +Configurable leave types support proration rules for partial periods
- +HRIS sync keeps leave balances aligned with employee records
- +Approval routing supports team-level decision chains
- –Accrual carryover rules can require careful setup across multiple leave types
- –Complex multi-region leave policies may need governance to stay consistent
Payroll teams and supervisors
Approve shift-linked time entries
More controlled payroll-ready hours
Compliance-focused workforce administrators
Enforce attendance and labor policies
More consistent attendance handling
Show 2 more scenarios
Site managers and operations teams
Record shift handover notes and actions
Better shift continuity
Onsite teams capture shift notes and follow-up actions while maintaining visibility into open items impacting time off.
Operations managers and payroll reviewers
Reconcile shifts with clock data
Fewer unresolved time discrepancies
Operations compare published shifts with clock data and timesheets to identify labor variances related to attendance.
Best for: Fits when mid-market teams need approval-driven leave tracking with HRIS-aligned balances and clear calendars.
Workday Workforce Management
enterpriseCloud workforce management tools tied to Workday HCM for time, scheduling, and labor insight.
Workday absence administration ties leave requests and balance updates to Workday security and audit trails.
Workday Workforce Management handles employee time off tracking through leave management workflows tightly integrated with the Workday HRIS data model. It supports leave request and approval routing, absence calendars, and HR-driven leave eligibility such as leave types, accrual rules, and balance calculations.
- +Deep HRIS alignment keeps leave eligibility and balances consistent
- +Approval routing and auditability cover time off policy and balance changes
- +Accruals and adjustments follow Workday’s HR-driven configuration model
- +Strong integration between absence tracking and payroll-relevant events
- –Leave and accrual configuration requires disciplined HR governance
- –Advanced reporting often depends on Workday reporting tools and extracts
- –External system time off sync can require custom integration work
- –Complex leave structures can increase admin workload during policy changes
Global HR operations teams
Manage multi-country leave eligibility
Fewer balance reconciliation issues
HRIS administrators
Govern accrual policy changes
Stronger compliance visibility
Show 1 more scenario
Payroll integration owners
Keep leave balances payroll-aligned
Reduced payroll adjustments
Payroll-focused teams coordinate leave balance events with payroll processes to reduce downstream discrepancies.
Best for: Fits when enterprise HR teams need leave workflow control tightly coupled to Workday HR and payroll data.
WhosOff
SMBLeave management platform for tracking employee time off requests and approvals.
Request-level approval routing tied to an activity history that tracks every status change for leave decisions.
WhosOff is a leave and absence tracking system focused on configurable leave request workflows and calendar visibility. The product supports approval routing with audit-friendly activity history and HR-facing balance views, which helps teams handle day-to-day leave administration.
- +Approval routing includes per-request decisions with traceable status history
- +Absence calendar views support quick spotting of leave conflicts and schedules
- +Leave types and rules can be tuned for eligibility and tenure-based behavior
- +Integration options support keeping leave codes aligned with downstream systems
- –Advanced accrual scenarios need careful policy configuration to avoid reconciliation gaps
- –Permissions can feel granular but require governance discipline across departments
Employees and managers
Check remaining leave entitlement
Fewer balance questions
HR teams and managers
Track sickness absence decisions
Easier sickness record tracking
Show 2 more scenarios
Employees and line managers
Submit and approve holiday requests
Recorded holiday decisions
Employees request vacation and managers review it against team availability in a single workflow.
HR and leave administrators
Apply different leave categories and rules
Category-based request handling
Administrators configure leave categories so requests are handled using the configured absence rules.
Best for: Fits when HR teams need configurable approval workflows and absence visibility with external system sync.
Conclusion
After evaluating 10 employee time off tracking software, AbsenceSoft stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Employee Time Off Tracking Software
Employee time off tracking software is evaluated on how it manages leave request workflow states and how it keeps approval outcomes consistent with balance updates. This guide compares TimeOffManager, Timetastic, AbsenceSoft, WhosOff, BambooHR, Gusto, Sage HR, Workday, Deputy, and Rippling with an emphasis on integration depth and automation surface.
Workday, UKG, and SAP teams need different integration constraints because leave administration must align with HR records and payroll systems across regions. The coverage below reflects those real constraints by examining how Workday, UKG-targeting tools like Timetastic, and SAP-adjacent HR workflows like Sage HR handle policy-driven routing and reconciliation.
Employee Time Off Tracking Software for leave requests, approvals, and balance reconciliation
Employee time off tracking software coordinates leave request workflow, approval routing, and balance updates so HR teams can reconcile leave activity against policy rules. It also provides absence calendar visibility so managers can spot conflicts and employees can see status changes tied to approved outcomes.
TimeOffManager ties request decision history to rule-based balance updates so governance teams can maintain consistent accrual and proration behavior during multi-step approvals. Workday handles absence and leave administration inside its policy and workflow stack so leave data stays connected to the HR records used across HR and approval routing.
Governed leave workflow control and balance-consistency mechanics
Employee time off tracking software succeeds when approval outcomes remain consistent with the balance math that HR uses for reconciliation and payroll handoffs. The tools in this set differ most in how they bind request workflow states to balance updates and how they preserve decision history for later corrections.
Rule-driven balance updates tied to approval decisions
TimeOffManager pairs request decision history with rule-based balance updates so approvals and balances stay consistent across multi-step workflows. AbsenceSoft uses role-based approval routing connected to leave status and audit visibility so reconciliation teams can track which decision produced which balance outcome.
Auditable workflow states from submission through final decision
Timetastic keeps approval workflow states auditable from submission through decision, which supports follow-up when balances need reconciliation. WhosOff ties request-level approval routing to an activity history that tracks every status change for leave decisions.
Integration depth with HR records and external workflows
Workday configures absence and leave administration inside its policy and workflow stack so leave data stays connected to the HR records used across HR and approval routing. Rippling triggers automations on leave lifecycle events and syncs leave outcomes to external systems via API, which matters when multiple tools consume the same leave outcomes.
Absence calendar behavior after approvals
Deputy updates the absence calendar immediately after approval, so managers see the approved availability without waiting for a separate sync. Timetastic includes an absence calendar view as a single place for planned time away, which improves visibility during decision cycles.
Leave policy configuration depth for proration and edge cases
TimeOffManager supports rule-driven leave configuration that controls accrual and proration behavior during approvals. Deputy supports proration rules for partial periods through configurable leave types, which is useful when team calendars must reflect partial-day or partial-period leave.
Choose based on how approvals produce balance-consistent outcomes
The decision starts with whether approval outcomes must update balances in the same system and workflow path or whether HR accepts reconciliation outside the leave UI. The tools here vary widely in how much governance discipline they require to keep leave codes, routing, and balance math aligned.
Map your approval flow to the tool’s workflow history model
If approvals must keep request decision history paired with balance changes, select TimeOffManager because it links rule-based balance updates to the request decision workflow. If the priority is auditable request states from submission through decision for reconciliation and follow-up, select Timetastic or WhosOff based on whether state history is workflow-centric or request-activity-centric.
Decide how leave types are modeled for accrual and proration rules
If proration behavior must be consistently enforced during multi-step approvals, choose TimeOffManager or Deputy based on whether leave configuration is centered on rule-driven balance consistency or partial-period proration rules. If leave type modeling is already handled with disciplined governance, AbsenceSoft can work well because role-based approval routing ties to leave status and audit visibility.
Choose the product that matches your HRIS data ownership model
If HR and payroll must share one source of leave data inside a policy and workflow stack, choose Workday because absence administration is configured as part of Workday’s policy and workflow stack. If the leave workflow must integrate broadly across systems through event-driven automations, choose Rippling because it syncs leave outcomes to external systems via API.
Use the calendar update behavior that fits manager operations
If managers need absence calendar updates immediately after approval, pick Deputy because it ties the approval-driven flow to updated absence calendars. If managers need a single planning view during leave decisions, pick Timetastic because the absence calendar provides coordinated leave planning visibility.
Confirm your integration approach aligns with your existing HR system of record
If HR wants automation via BambooHR API for leave-related records and syncing, pick BambooHR because its API supports automated creation and synchronization with external HR systems. If HR and payroll already run through Gusto and PTO requests must stay inside that environment, pick Gusto because leave requests and approval workflow connect directly to the balance views within Gusto’s HR experience.
Teams that need this category’s specific workflow and consistency mechanics
These tools fit teams that track leave using governed workflows where approvals must produce balance outcomes HR can reconcile. The strongest fit depends on whether the organization owns policy inside a single HR system or expects cross-system automation around leave lifecycle events.
HR and governance teams that require request-level decision history paired with balance consistency
TimeOffManager fits teams that need governance teams to reconcile multi-step approvals because it keeps request decision history aligned with rule-based balance updates. AbsenceSoft fits teams that want role-based approval routing tied to leave status and audit visibility for lifecycle actions.
UK-focused HR teams that standardize leave approvals and planned absences on one calendar
Timetastic fits UK-focused HR teams that need approvals and calendars to support repeatable leave policy configuration. The absence calendar view helps managers spot planned time away during decision handoffs.
Workday HR and payroll teams that require leave administration to share HR record policy inputs
Workday fits when absence and leave administration must stay connected to the HR records used across approval routing and HR operations. This reduces drift between leave requests and the HR record data used to govern eligibility and workflow paths.
Mid-market teams that need approval-driven calendar updates without separate manual refresh steps
Deputy fits when leave request approvals must update absence calendars immediately after approval. Configurable leave types also support proration rules for partial periods, which is common in mid-market scheduling.
Organizations running payroll and HR in a single environment that wants PTO approvals centralized
Gusto fits teams that want leave request and approval workflow to stay inside the payroll and HR environment. Employee balance visibility reduces the need for status chasing during approval cycles.
Common failure modes in employee time off tracking deployments
Most rollout failures happen when workflow governance and policy configuration are treated as separate projects. Leave request workflows can look correct while balance updates drift due to mismatched leave codes, proration assumptions, or routing logic across delegations and roles.
Treating integration mapping as a one-time task even when leave codes differ across systems
TimeOffManager can require initial integration mapping work for accurate leave code handling, so code mapping gaps can cause reconciliation mismatches during month-end close. The same risk shows up in tools where workflow depth depends on correct leave policy inputs, so verify code mapping for all leave types before approving production routing.
Relying on request workflow visibility while ignoring complex accrual carryover or proration edge cases
AbsenceSoft requires careful configuration discipline for complex accrual carryover rules, which can otherwise create reconciliation gaps. Deputy also needs careful setup across multiple leave types for accrual carryover, so test carryover paths before enabling multi-region leave policy groups.
Assuming the absence calendar updates without validating the post-approval timing path
Deputy updates the absence calendar immediately after approval, so delayed calendar expectations can be avoided by aligning approval timing to manager planning workflows. If a team expects calendar updates after approval but uses a workflow that only shows planned views without immediate post-decision refresh, managers may schedule around stale availability.
Choosing a tool that depends on HR setup latency when policy changes must move quickly
Workday leave request workflows can depend on HR setup that can slow policy changes, so rapid policy iteration can stall if HR configuration is not planned. For tools that depend on admin workarounds in advanced workflow scenarios, reserve time for governance testing before scaling beyond a pilot group.
How We Selected and Ranked These Tools
We evaluated TimeOffManager, Timetastic, AbsenceSoft, WhosOff, BambooHR, Gusto, Sage HR, Workday, Deputy, and Rippling using features for 40%, integration depth and automation and governance controls within those features for the biggest weighting, and ease and value for 30% each. We prioritized how each tool binds leave request workflow states to approval outcomes and balance consistency through rule-driven updates or workflow state audit trails.
We also checked whether absence calendars update in the same lifecycle moment as approval decisions, because that affects manager planning and reduces reconciliation churn. TimeOffManager stood apart because request-by-request workflow history pairs with rule-based balance updates, which keeps approvals and balances consistent and reduces the need for manual reconciliation across complex approval paths.
Frequently Asked Questions About Employee Time Off Tracking Software
How do Workday, UKG Pro, and SAP SuccessFactors teams typically connect leave tracking to payroll and HR records?
Which platforms provide an API-first path for automating leave request creation or balance updates?
How does single sign-on work for employee leave workflows in tools like Rippling and Workday?
What breaks if leave types, eligibility rules, or approval routes are configured inconsistently across regions?
When is a leave request workflow better than a ledger-only balance view for operational teams?
How should organizations migrate existing leave balances and request history into TimeOffManager or BambooHR?
Which tools expose audit history for leave decision trails, and what admin actions are typically auditable?
What integrations matter most for UK-focused leave administration in Timetastic compared with Workday or Rippling?
Where does leave of absence tracking tend to fall short when compared with Workday or Sage HR?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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