Peepel
Peepel is an agentic HR platform for European SMEs that executes onboarding, leave, contracts, payroll changes, surveys and reviews end to end from a plain-language instruction, with native Belgian social secretariat integration at €9.50 per employee monthly.
What is Peepel?
Peepel is an agentic HR platform built in Ghent, Belgium, for European companies with roughly 10 to 500 or more employees. Its premise is stated bluntly on the site: traditional HR software organises tasks, Peepel performs them. Instead of another dashboard to fill in, the platform takes an instruction written in ordinary language and runs the whole workflow, coming back only when a human decision is genuinely needed. The site is careful to say what it is not: not a chatbot, and not an AI layer bolted onto a legacy system of record.
Six core modules make up the system of record. People Directory keeps one continuously updated file per employee. Calendar covers leave requests, approvals, sickness and team availability. Wages handles salary changes, bonuses, benefits and employer cost. Docs and Contracts generates documents from templates, sends them for e-signature, stores them and lets you question the archive with AI. Surveys produces pulse checks, eNPS and exit interviews on demand. Performance runs review cycles, OKRs, one-to-ones and 360° feedback.
On top of those sit six agentic building blocks that actually carry out the work: Routines, Skills, Checklists, Ask HR, Insight creation and Vibe dashboards. Peepel picks up requests wherever they arise, whether that is a Slack message, a Microsoft Teams thread, an email, a WhatsApp voice note or the platform itself. It also respects internal policy: when a leave request would break an agreed rule, it escalates to the right approver rather than deciding alone.
The commercial anchor is Belgium and the Netherlands. Peepel connects natively to Belgian social secretariats and Dutch payroll partners, so salary changes, absences and contracts flow through without double entry. The wider ambition is European, with Belgium, the Netherlands, France, Germany and Italy named on the site. Employees get a self-service portal and a mobile app covering their profile, documents, leave balance, pay and benefits, assets and fleet.
Security rests on ISO 27001 certification, GDPR compliance, EU hosting and a public Trust Center. The publisher is a Belgian limited company registered with the Crossroads Bank for Enterprises under number 1012.072.363, active since July 2024 and led by three co-founders with a combined background in HR technology. The product and site are available in Dutch, English and French.
What it does
- Run a complete onboarding from one sentence: contract, payroll registration, accounts, equipment, buddy and first-week schedule
- Register a sickness absence received by message and chase the medical certificate on schedule
- Apply a salary change end to end, from the addendum to signature and handover to the payroll provider
- Check a leave request against internal policy and escalate to the right approver instead of deciding alone
- Generate contracts and HR documents from templates, sign them electronically and query the archive in plain language
- Launch AI-generated pulse checks, eNPS surveys and exit interviews, then read the results
- Orchestrate review cycles, OKRs, one-to-ones and 360° feedback, and build an HR dashboard from a prompt
When to use Peepel / When not to
A quick filter to help you decide if Peepel is the right fit.
When to use Peepel
- Small HR teams in Belgian and Dutch companies of 10 to 500+ employees who spend most of their week on administration
- Business owners and founders running a growing company without a dedicated HR department
- Payroll and compensation specialists whose salary changes, absences and contracts must reach a Belgian social secretariat without double entry
- Operations and office managers who have inherited HR admin alongside their main role
- Companies leaving a legacy HRIS such as Officient or Personio, or still running HR on spreadsheets
When not to use Peepel
- Organisations whose main challenge is international payroll across many countries: the site itself points those readers to Deel
- Companies below roughly ten employees, since Peepel positions itself from ten employees upward
- Employers outside Belgium and the Netherlands who need native payroll or social secretariat connectivity in their own country
- Development teams looking for a documented public API to embed HR data in their own systems
- Buyers who only want a system of record or a reporting dashboard, which is precisely the model Peepel argues against
How to use Peepel
A typical end-to-end flow, from setup to results.
- Book a demo or request access from the website; employee accounts are always created by the employer
- Connect your payroll provider so Peepel can synchronise employee data automatically
- Let Peepel migrate the data from your existing HRIS or spreadsheets, without double entry on your side
- Confirm your internal policies, such as leave rules and approval mandates, so the agent knows when to escalate
- Invite employees to the self-service portal and mobile app, where they log in with a magic link
- Write instructions in plain language from the channel you already use: Slack, Microsoft Teams, email, WhatsApp or the platform
- Read back what Peepel has done: each task returns the list of actions it executed
- Approve the items escalated to you from a single dashboard, in one click
- Query the document archive or your HR data in plain language when you need an answer or an insight
- Build a dashboard from a prompt when you need a recurring view of the numbers
Pros & Cons
Pros
- One public, all-inclusive price of €9.50 per employee per month, with no setup fees and every core module included
- Native connection to Belgian social secretariats and Dutch payroll partners, which few generalist HR suites offer
- Serious compliance footing for a company this size: ISO 27001, a published article 28 DPA, EU hosting and a public Trust Center
- The vendor states that customer data is never used to train models
- Fast onboarding claimed, with most teams said to be operational within a day and migration handled by Peepel
- Work is picked up in the channels teams already use, so there is no new dashboard to learn
- Product, site and support available in Dutch, English and French, with a 14-day free trial
Cons
- Real coverage is centred on Belgium and the Netherlands despite the European messaging
- The pricing page promises monthly cancellation while the general use terms set a one-year term renewed automatically unless cancelled 14 days before expiry
- AI modules run on tokens: 100, 50 and 25 free per month depending on the module, then €0.02 to €0.10 per token, so the real cost depends on usage
- No documented public API; openness goes through Zapier and prebuilt connectors
- A single plan with no permanent free tier, and prices excluding VAT and subject to annual indexation
- The publisher is young, active since July 2024, with the domain only registered in November 2025
- No contact page and no legal notice; the legal identity appears only inside the terms, and it no longer matches the company register
Pricing & Plans
There is no permanent free plan. Peepel is offered on a single subscription at €9.50 per employee per month, excluding VAT, with all core modules included and no setup fees. A 14-day free trial is available. The AI modules are metered in tokens on top of the subscription: each account receives a free monthly allowance, and additional tokens are charged from €0.02 to €0.10 depending on the module.
- Peepel — €9.50 per employee per month
- VAT excluded
- all core modules included
- unlimited admins
- unlimited documents
- native payroll-provider integration
- AI HR assistant
- e-signing
- AI token allowance included in the subscription — Ask Module 100 tokens per month
- AI Documents 50 tokens per month
- Smart Insights 25 tokens per month
- Additional AI tokens
- billed on usage — €0.02 per token for the Ask Module
- €0.05 per token for AI Documents
- €0.10 per token for Smart Insights
- 14-day free trial
- with no permanent free plan
Data, GDPR & hosting
A consolidated view of how Peepel handles your data.
GDPR overview
GDPR compliance is claimed explicitly and backed by published documents rather than a badge. A privacy policy dated January 2026 sets out the categories of data, the legal bases, the retention rules and the rights of access, rectification, erasure, restriction, objection and portability, with requests about employment data to be sent first to the employer. A full article 28 data processing agreement, last updated May 2026, is published on the site, with schedules describing the categories, purposes and durations of processing. Peepel is ISO 27001 certified, encrypts data in transit and at rest, applies least-privilege access and audit logging, and runs a public Trust Center. Data rights questions go to privacy@peepel.io. As a Belgian company, Peepel needs no article 27 representative. Note that the agreement allows processing outside the EEA where required, under a recognised transfer mechanism.
Who owns the data?
The privacy policy splits the roles clearly. For everything processed inside the platform, the employer is the data controller and decides what is collected and why, while Peepel acts only as a data processor working on documented instructions. For the limited data gathered through the website itself, such as contact and usage data, Peepel is the controller. On the contractual side, the general use terms state that all right, title and interest in customer content remain with the customer or its licensors, whereas Peepel keeps ownership of the platform and its intellectual property. One caveat is written into the terms: the platform is not designed to serve as master storage of customer content.
Reuse rights
Customers keep their content and can export it: the data processing agreement provides that, once use of the platform ends, personal data is returned or deleted at the controller's choice, and the terms confirm that Peepel allows data export on termination. Any further export, migration or assistance is billed under standard professional services terms. Within the platform, data serves to operate the service, run the HR and payroll workflows configured by the employer, manage access and security, support and maintain the product and meet legal obligations. Peepel states that it does not sell personal data and does not process it for its own purposes. Sharing is limited to the employer and its authorised users, vetted third-party providers under contractual safeguards, the payroll providers and social secretariats the employer designates, and public authorities where the law requires it. Peepel also states that customer data is never used to train models.
Data retention & training
Hosting summary
Peepel states that customer data is hosted in the European Union. The prerendered summaries of the privacy policy and of the data processing agreement both say so explicitly, the homepage says data is hosted in Europe, and the English interface carries a trust badge reading "Hosted in Belgium". Article 8 of the data processing agreement is more nuanced: the processor may process and store personal data within the European Economic Area and, where required to provide the service, in other jurisdictions, in which case it must rely on a recognised transfer mechanism and inform the controller. Security measures declared alongside hosting are ISO 27001 certified processes, encryption in transit over TLS and at rest, least-privilege access control and audit logging. On the website side, product analytics run on PostHog hosted in the EU and proxied through a Peepel subdomain, while Google Analytics 4 is operated by Google Ireland Limited and only activates after full cookie consent.
Things to keep in mind
Risks and trade-offs to weigh before adopting Peepel.
- The pricing page advertises monthly cancellation while the general use terms set a one-year term renewed automatically unless cancelled 14 days before expiry: check which one governs your contract
- The headline price excludes VAT and is subject to annual indexation under the Agoria Digital Index formula, and unpaid invoices trigger a fixed €250 indemnity
- AI features are metered in tokens beyond the free monthly allowance, so a heavy-use team can pay well above €9.50 per employee
- The terms state that the platform is not designed to serve as master storage of customer content, so keeping your own record of critical HR documents remains your responsibility
- The data processing agreement allows processing outside the European Economic Area where required for the service, under a recognised transfer mechanism
- The legal entity and registered office named in the terms no longer match the entry in the Belgian company register, and there is no contact page or legal notice on the site
- Delegating HR execution to an agent can erode the team's own grasp of its policies and payroll detail: keep a human reading the escalations rather than clicking through them
Setup & Integrations
Technical difficulty
Low, and deliberately so. Three steps are announced: connect your payroll provider, let Peepel migrate the data from your previous HRIS or spreadsheets, then start working. No technical skill is required on the customer side and there is no API to integrate. Employee accounts are created by the employer and staff log in with a magic link. The site claims most teams are operational within a day, though one comparison page mentions about two weeks on average for a standard onboarding including migration.
Deployment
Integrations
Supported languages
Behind Peepel
Fundraising
Social
Resources
All the official URLs gathered for verification and reference.
Alternatives
Tools that compete with or complement Peepel.
Frequently asked questions
What does an agentic HR platform actually do differently?
Which companies is Peepel built for?
How much does it cost?
Is there a free trial or a free plan?
Does Peepel connect to my social secretariat?
How long does implementation take?
Is my HR data safe, and is it used to train AI models?
What can employees do themselves?
Is there a public API?
In which languages is Peepel available?
Should you pick Peepel?
Peepel makes an unusually clear promise for its category: not to display HR work, but to do it. That promise is supported by a product that is coherent from end to end, with six record modules, six agentic building blocks and the ability to pick up a request from Slack, Teams, email or a voice note and finish it. The pricing matches the positioning, with one public rate of €9.50 per employee per month, all modules included, no setup fees and a 14-day trial. For a Belgian or Dutch SME whose HR person spends the week on administration and whose payroll runs through a social secretariat, that combination is genuinely rare.
The compliance work is more advanced than the company's age would suggest. ISO 27001 certification, a full article 28 data processing agreement published in the open, EU hosting, a public Trust Center and an explicit statement that customer data never trains models all point to a vendor that has done the homework buyers usually have to ask for.
The reservations are real but specific. Coverage is genuinely Belgian and Dutch, whatever the European framing suggests, and there is no documented public API for teams who want to build on top. The subscription pages promise monthly cancellation while the general use terms describe a one-year term renewed automatically, which is the sort of contradiction to settle in writing before signing. The legal identity in the terms is also out of date compared with the company register. Finally, the AI modules are metered, so the headline price is a floor rather than a ceiling for heavy users.
Worth a serious look for a small or mid-sized employer in Belgium or the Netherlands. Worth a careful reading of the contract first.
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