1. Provider, scope and agreement
Tylup, KVK 72266295, provides Tylup. Full company and contact details appear below. These terms concern the web platform, employee mobile app and related beta services.
Tylup is intended for organisations managing a workforce and people authorised by those organisations. The person setting up an organisation must have authority to act for it. Employee access does not make the employee personally responsible for an employer's commercial obligations.
These terms form part of an agreement when accepted through the relevant onboarding or other agreement process. Publication of this page, a marketing enquiry or UX analytics does not itself record acceptance. A separately agreed written contract governs where it expressly overrides these terms; applicable data-processing agreements govern personal-data processing.
2. Free beta access and future pricing
Use of the platform is free during beta. There are no platform subscription, per-employee or per-publication charges during that period. Your own connectivity, devices and separately contracted third-party services remain your responsibility.
Beta access is not a lifetime free plan. We may change the beta offering or end it, and will communicate material changes and any proposed paid offering in advance where reasonably possible. A paid plan requires a separate agreement; these terms do not authorise an automatic charge or conversion.
Features may be incomplete, change or contain errors. There is no guaranteed beta service level, uninterrupted availability, fixed release timetable or guarantee that every roadmap feature will be delivered. This does not remove mandatory duties to protect personal data or exercise legally required care.
3. Accounts, roles and employees
Provide accurate account and organisation information, keep credentials confidential and use only accounts and permissions you are authorised to use. Notify support promptly if access may be compromised.
Organisations manage employee invitations, permissions and removal of access. They must ensure that employee use, including use by young workers where permitted, complies with applicable employment and data-protection requirements. Do not create unauthorised accounts for other people.
4. Planning tools, not employment or financial advice
Tylup supports revenue/demand forecasting, scheduling, availability, workforce records, attendance, leave, training, tasks, communication and payroll preparation. The features available depend on the beta version, permissions and configuration.
Schedules are proposals until appropriately reviewed and published. Check contracts, availability, staffing, cross-location conflicts, costs, breaks, working-time limits and applicable agreements. Review clock-hour corrections, leave decisions, payroll outputs and integration exports before approval or submission.
The organisation remains responsible for employment decisions, workplace safety, wage payments, lawful monitoring and compliance with labour, payroll and tax rules. Outputs are not a guarantee of revenue, staffing sufficiency, legal compliance or financial accuracy and are not professional legal, payroll or accounting advice.
Location-specific scheduling learning and aggregate UX analytics have different purposes, as explained in the Privacy Policy. Do not use product-usage counters as an individual employee performance record or substitute for an audit trail.
5. Your data and workplace responsibilities
You retain your existing rights in the content and business data you provide. You grant us the limited permission needed to host, process, display, transmit and protect that content to operate the service and comply with the applicable agreement and law.
Only provide information you are entitled to use and share. An employer must have appropriate legal grounds, give employees the required notices, configure suitable access and retention, and provide lawful instructions for processing. Sickness or other sensitive information requires particular care and a valid additional legal condition.
Do not upload unnecessary medical details or other sensitive material. A Privacy Policy is not a substitute for the data-processing agreement required between a controller and processor. Contact us to arrange the appropriate agreement before providing employee data where required.
We do not acquire a right to sell your personal data. Any product-improvement use must remain within the purposes, lawful grounds and safeguards described in the Privacy Policy and applicable agreements.
6. Acceptable use
Use Tylup lawfully and responsibly. In particular:
- Do not access another organisation's data, bypass access controls or use credentials without authorisation.
- Do not upload unlawful content, infringe others' rights, harass people or use the service for discriminatory or unlawful workplace decisions.
- Do not disrupt the service, abuse invitations or messaging, or run unauthorised security tests. Report suspected security problems privately to support.
- Respect reasonable technical limits and do not misrepresent the beta, its outputs or your authority to act for an organisation.
7. Integrations, uploads and notifications
Enable a connection only if you are authorised to share the relevant data. Review the destination, permissions and exported information. Third-party services can have their own terms, charges, availability and privacy responsibilities.
Notification delivery, email, authentication, document storage and app-store availability depend in part on external providers. A sent message or push notification is not a guarantee that its recipient has received or read it.
Documents and support attachments may contain personal data. Share them only with intended recipients and treat download links and exports as confidential. An integrations roadmap describes possibilities, not a guarantee of an active connection.
8. Platform rights and feedback
The platform's software, design, branding and other materials remain the property of their respective rights holders. You receive permission to use the available beta service for its intended purpose, not ownership of the software.
Feedback is welcome. We may use suggestions to improve Tylup without a duty to implement them or pay for them, but this does not give us ownership of your confidential business content or remove data-protection obligations.
9. Availability, support and changes
Contact support@tylup.com for help, problems or feedback. Support is provided on a reasonable-efforts basis during beta unless separately agreed. Keep suitable independent copies of information and exports you need for business continuity.
We may maintain, update or temporarily restrict parts of the service for security, reliability, legal compliance or beta development. We will give reasonable notice of material disruption where practicable, but urgent action may be necessary without advance notice.
10. Ending use, suspension and deletion
You may stop using the beta and request account closure. Use available account-deletion controls in Account settings or contact support. Only an authorised organisation administrator may request organisation-wide closure or deletion of shared business records.
We may restrict or suspend access where reasonably necessary to address misuse, a security risk, legal requirements or a material breach. Where appropriate and practicable, we will explain the reason and allow a reasonable opportunity to resolve it.
Account deletion and full erasure of associated records are not always the same operation. Data return, employer-controlled records, lawful retention, provider copies, backups and non-identifying analytics are handled as explained in the Privacy Policy and any applicable data-processing agreement. Stopping use does not remove statutory retention duties.
If the beta ends, we will give reasonable notice where practicable so organisations can plan continuity and retrieve available exports. This is not a promise that every data category has a self-service export or an immediate universal erasure feature.
11. Responsibility and liability
We take reasonable care in providing Tylup, while making clear that beta outputs and availability can be imperfect. Review results before acting and use appropriate business-continuity measures.
Responsibility for loss is determined under the applicable agreement and Dutch law, including mandatory rules. Nothing in these terms excludes liability that cannot lawfully be excluded, limits GDPR compensation rights, or removes protections for intentional misconduct or other non-excludable conduct.
Free beta access does not mean you waive all rights, and these terms do not impose an unlimited indemnity on employees or claim that all risk is yours.
12. Changes to these terms
The updated date identifies this version. We will communicate material changes through an appropriate channel before they take effect where practicable. If a change requires agreement under applicable law or an existing contract, we will obtain that agreement; continued use is not a substitute for consent where consent is legally required.
If you do not agree to a proposed change, contact us about ending use and handling your data. A change does not retrospectively authorise a charge, remove accrued rights or make incompatible data processing lawful.
13. Applicable law and disputes
Dutch law applies to the extent a valid agreement permits that choice. Mandatory EU law, GDPR rights, employee protections and any applicable consumer protections are not displaced.
Please first contact support@tylup.com about a dispute so we can try to resolve it. If that does not resolve the matter, the court with jurisdiction under applicable law may hear it. Privacy complaints may also be made to the competent data-protection authority, independently of this process.