Lano review

Lano Software GmbH is the platform company named in the September 2025 imprint, Berlin-Charlottenburg HRB 198116 B, with Aurel Albrecht and Markus Schünemann named as directors. About page says founded 2018, Berlin headquarters and remote team across 19 countries. Legal employment is performed by selected local EOR partners, not established merely by the German platform identity. A registry aggregator lead names former fhain Internet UG; no original registry history was obtained, so this remains an unverified identity lead rather than a new competitor.

Immigration and benefits scope

Pricing lists visa/immigration support and local tax/HR expertise; invoice categories include registration, visa/A1 application, medical checks, annual insurance and benefit charges. No country/role visa eligibility matrix, work-permit guarantee, insurer network or country-specific premium schedule obtained. EOR marketing says local statutory benefits plus optional employer-selected benefits; coverage claims do not prove delivery quality.

Invoice taxonomy explicitly includes late-payment, legal/professional, off-cycle, payroll-change, registration, termination, FX/transaction, medical, visa/A1 and annual-insurance charges. Severance accrual balances may be partly or fully returned when employment ends. This establishes possible charge categories, not amounts or charges applicable to every contract; the advertised base fee is not total employment cost.

Starting prices and addons

Published EOR fee starts at EUR499 per employee per month. Contractor management and multi-country payroll start at EUR19; payroll consolidation starts at EUR3 and are separate offerings. Page says tailored proposals depend on size, countries and services. Payments are labelled included in all plans, but FAQ calls Integrated Payments an optional add-on; local-network payments can be free where supported and SWIFT costs EUR25 per transaction. Integration pricing and country-specific services are scoped separately. No accepted quote or minimum headcount/term schedule obtained.

Invoice taxonomy explicitly includes late-payment, legal/professional, off-cycle, payroll-change, registration, termination, FX/transaction, medical, visa/A1 and annual-insurance charges. Severance accrual balances may be partly or fully returned when employment ends. This establishes possible charge categories, not amounts or charges applicable to every contract; the advertised base fee is not total employment cost.

G2 ten and crosspost

Ten complete default-order G2 accounts are recovered, dated April 2024 to July 2026. Five show explicit G2 invitation/incentive, one G2 invitation without explicit incentive and four Organic; no replies displayed. Rasul’s salary-delay/exit complaint closely matches his existing Lano Trustpilot record and Native Teams G2 account, where he names both providers. It is retained as a probable cross-post, not another independent incident; overtime/annual-leave allegations in the Native Teams update are not transferred to Lano. The G2 body says salary was eventually paid while exit messages remained unanswered.

Ten complete default-order G2 accounts are recovered, dated April 2024 to July 2026. Five show explicit G2 invitation/incentive, one G2 invitation without explicit incentive and four Organic; no replies displayed. Rasul’s salary-delay/exit complaint closely matches his existing Lano Trustpilot record and Native Teams G2 account, where he names both providers. It is retained as a probable cross-post, not another independent incident; overtime/annual-leave allegations in the Native Teams update are not transferred to Lano. The G2 body says salary was eventually paid while exit messages remained unanswered.

Technical support SLA

Platform Terms section 6 gives technical issue first-response/resolution times in working hours: high 3/24, medium 4/48, low 48 hours/7 days. It commits to 99% availability per calendar year, excluding scheduled maintenance, negligible impairment and specified non-provider failures. Scheduled downtime usually has one-week notice, except urgent security/functionality work; no public automatic service-credit schedule found. These technical targets are not a payroll or employment dispute resolution SLA.

Help documents receipt/date/currency/amount expenses, mileage with individual or employer-fixed country rates, approver roles and traceable pay items after approval. Expense currency can be converted to company reporting currency and then payout currency. PTO types depend on country/model; employees can alter requests before start, and 0.1-day increments are supported where applicable. Payroll cutoffs still affect processing. Benefit quality and actual reimbursement timing were not tested.

Partner coverage and scope

EOR page claims 170+ countries through a network of partners; Lano assigns the partner based on hire country. Its current subprocessor page names Native Teams, GoGlobal, Safeguard, People 2.0/Capital GES/Husys, INS Global, Serviap, Employ Africa and regional firms as EOR providers. These are delivery relationships, not evidence of common ownership or duplicate brands. The employing counterparty and exact eligibility require confirmation for each hire. The EOR page still gives an August 2022 excluded-country list and 28 currencies while pricing says 70+ supported payment currencies, so neither is a verified current EOR eligibility matrix.

Help documents receipt/date/currency/amount expenses, mileage with individual or employer-fixed country rates, approver roles and traceable pay items after approval. Expense currency can be converted to company reporting currency and then payout currency. PTO types depend on country/model; employees can alter requests before start, and 0.1-day increments are supported where applicable. Payroll cutoffs still affect processing. Benefit quality and actual reimbursement timing were not tested.

Immigration and benefits scope

Pricing lists visa/immigration support and local tax/HR expertise; invoice categories include registration, visa/A1 application, medical checks, annual insurance and benefit charges. No country/role visa eligibility matrix, work-permit guarantee, insurer network or country-specific premium schedule obtained. EOR marketing says local statutory benefits plus optional employer-selected benefits; coverage claims do not prove delivery quality.

Lano instructs clients to notify it of resignation/termination and let the local EOR carry out official communication. Workflow collects reason/date, severance, pending pay and leave, then alignment, signatures, notice, final payroll and deposit credit memo. Request submission does not itself end employment. Provider-published Preply case praises terminations and describes a planned transfer of UK EOR hires to its own new entity; completed transfer outcome, continuity and fees are not independently evidenced.

Platform change and suspension

Platform Terms prevail over conflicting FA provisions for their scope. Material term changes require 30-day notice and express acceptance; minor nonmaterial amendments can follow notice without separate consent. Materially impairing platform changes get 90-day notice. Access can be immediately suspended for contractual breach, legal requirement or malicious attack. Failure to report defects promptly can affect remedies. This is documented software access risk, not proof of payroll suspension in practice.

Invoice taxonomy explicitly includes late-payment, legal/professional, off-cycle, payroll-change, registration, termination, FX/transaction, medical, visa/A1 and annual-insurance charges. Severance accrual balances may be partly or fully returned when employment ends. This establishes possible charge categories, not amounts or charges applicable to every contract; the advertised base fee is not total employment cost.

G2 ten and crosspost

Ten complete default-order G2 accounts are recovered, dated April 2024 to July 2026. Five show explicit G2 invitation/incentive, one G2 invitation without explicit incentive and four Organic; no replies displayed. Rasul’s salary-delay/exit complaint closely matches his existing Lano Trustpilot record and Native Teams G2 account, where he names both providers. It is retained as a probable cross-post, not another independent incident; overtime/annual-leave allegations in the Native Teams update are not transferred to Lano. The G2 body says salary was eventually paid while exit messages remained unanswered.

Privacy policy v2.0 last reviewed January 2026 distinguishes controller, processor and subprocessor roles by relationship; customer generally controls employment/payroll data. It describes third-country safeguards including SCCs and applicable adequacy/derogations. Payroll processing retention follows customer instructions; own contract/accounting records can survive termination for stated statutory periods. Security page promises prompt incident notification/cooperation but supplies no exact breach-notification SLA. Full contractual DPA and incident record unavailable.

Subprocessor quality and data map

Lano publishes a substantial list of local payroll and EOR entities plus Google Cloud, Dropbox, SuperAI OCR, Boei chatbot and payment firms Currencycloud, Rapyd and Ebury. List shows apparent copy errors: Parakar Group heading gives Native Teams legal details; SuperAI transfer wording names Peaberry and Ebury wording names Rapyd. These are document-quality concerns, not proof of an actual unlawful transfer. Exact hire-specific recipient chain, service scope and hosting regions need clarification.

Lano Software GmbH is the platform company named in the September 2025 imprint, Berlin-Charlottenburg HRB 198116 B, with Aurel Albrecht and Markus Schünemann named as directors. About page says founded 2018, Berlin headquarters and remote team across 19 countries. Legal employment is performed by selected local EOR partners, not established merely by the German platform identity. A registry aggregator lead names former fhain Internet UG; no original registry history was obtained, so this remains an unverified identity lead rather than a new competitor.

G2 ten and crosspost

Ten complete default-order G2 accounts are recovered, dated April 2024 to July 2026. Five show explicit G2 invitation/incentive, one G2 invitation without explicit incentive and four Organic; no replies displayed. Rasul’s salary-delay/exit complaint closely matches his existing Lano Trustpilot record and Native Teams G2 account, where he names both providers. It is retained as a probable cross-post, not another independent incident; overtime/annual-leave allegations in the Native Teams update are not transferred to Lano. The G2 body says salary was eventually paid while exit messages remained unanswered.