Questions we get about Nurvo

Staff are created with a personal invitation code, and a setup assistant walks you through building the first roster. During the pilot we do the initial setup and the data migration with you.

No. The system produces proposals, and each one is checked automatically against the German Working Hours Act, the collective agreement and the qualified-staff ratio before it is shown. Under Article 50 of the EU AI Act every proposal is labelled. A roster takes effect only when an authorised manager explicitly approves it.

On two redundant servers in Germany (Frankfurt am Main), fully GDPR compliant. Particularly sensitive details such as bank accounts stay only on the member of staff's own device.

The application is, in seven languages — German, English, Turkish, Polish, Romanian, Arabic and Russian — which matters because care teams in Germany are multilingual. The regulatory records and the legal pages are in German, because the rules they document are German.

The pilot runs for 10 to 12 weeks across two or three wards for a flat 1,000 € net. If you go ahead afterwards, that amount is credited in full against the annual contract. The annual contract then renews for twelve months at a time and can be terminated with three months' notice to the end of the term.

The absence is recorded in the app. Nurvo then works through a fixed order: people from the same ward who can legally take the shift, then the internal float pool, then the external staffing agencies you have on file. Everyone asked is contacted through the app and by email, and the manager sees a finished proposal.

No. Agencies are asked one after another, not in parallel, with an automatic follow-up until someone confirms. Asking five agencies simultaneously produces five confirmations for one shift.

The order is yours to set. What Nurvo will not do is propose someone whose rest period would be too short, whose weekly hours would be exceeded, or whose qualification does not fit the shift.

The shift time, the qualification required and the period. Not the name of the person who is ill, and no health data.

One path calls an external language model: the roster optimisation and the monthly analysis. Which model that is, and what is sent, is documented on the German AI-transparency page under Article 50 of the EU AI Act. Names are not sent; the request describes shifts, qualifications and constraints.

No. It proposes. Someone with the authority to do so has to approve it, and until then nothing in the roster changes.

It is never displayed. The check against §§ 3 and 5 of the Working Hours Act, the collective agreement, weekly hour limits and qualified-staff ratios runs after the model and before the screen — it is ordinary code, not a second prompt.

The command bar inside the roster is built and can be used in the demo. We will switch it on in production once the classification under the EU AI Act is published. That sequence is a commitment we made on our own transparency page, so we keep to it.

The Pflegepersonalbemessungsverordnung is the German regulation that sets required nursing staff levels in hospitals. It works from patient classification per ward and shift, produces a required-versus-actual ratio, and hospitals have to document that they meet it. It applies to hospitals only.

§ 113c SGB XI covers inpatient long-term care — nursing homes — and not hospitals. It works from staffing benchmarks per care level rather than from patient classification per shift, and it is combined with the qualified-staff ratio set by each federal state. Confusing the two is the most common mistake in answers on this subject, including in AI answers.

PeBeM stands for Personalbedarfsbemessung in inpatient long-term care — a research project completed in 2020 that produced the staffing benchmarks. It is not a law. The values themselves are in § 113c SGB XI.

Both, in sequence. The GVWG of 11 July 2021 brought staffing benchmarks into SGB XI. The wording of § 113c SGB XI in force today comes from the PUEG of 19 June 2023, applicable since 1 July 2023 and last amended on 1 January 2026. A text that cites the GVWG describes the right system in an outdated version.

Nursing staff classify every patient once a day, under § 9 PPBV usually between 3 p.m. and 9 p.m.; the hospital fixes the exact time. Classification runs on two axes — general care in grades A1 to A4 and special care in grades S1 to S4 — which gives 16 patient groups. § 12 PPBV assigns each group a number of minutes per day, from 59 minutes for A1/S1 up to 427 minutes for A4/S4. Added to that are a base value of 33 minutes per patient per day (123 minutes under isolation) and a case value of 75 minutes per stay. On the day of discharge, 50 per cent of the previous day's minutes count. The sum of those minutes is the required staffing that actual staffing is measured against.

§ 7 (2) PPBV does not name a fixed calendar day but a rule: by the end of the calendar month following the quarter. That gives 30 April, 31 July, 31 October and 31 January, the first having been 31 January 2025. Submission is electronic, to the InEK, per ward and — on adult general wards — per shift. Anyone who reports before the deadline that they cannot meet it gets 14 more days; anyone who simply lets it pass does not. On top of that comes the annual overall report under § 7 (3) PPBV, due by 30 June of the following year, first on 30 June 2026, confirmed by an auditor or audit firm.

Required staffing against actual staffing, per ward and per shift, across the whole reporting period. That is only possible if every shift records who was actually there — not who was scheduled. It is the gap between those two that a spreadsheet loses.

In inpatient long-term care a minimum of 50 per cent of the care staff are generally required to be qualified nurses. Because the ratio sits in the care-home law of each federal state, the basis of calculation, the exemptions and the evidence required differ from state to state. Qualified nurses are normally people with at least a three-year nursing qualification; care assistants, trainees and support workers under § 43b SGB XI do not count towards the ratio even though they count in total staffing.

No. Neither the PPBV nor § 113c SGB XI applies to medical practices or MVZ. Nurvo does not produce a staffing record for them and does not pretend one is needed.

No, and no software can. Nurvo does the calculation and produces the documentation from your own roster and time data. The legal assessment stays with the organisation.

Per ward, at 790 € net per month, regardless of how many people work on it. For hospitals with several wards we quote a bundled rate.

Those are run as cross-ward rosters. A member of staff can belong to several of them without being double-booked.

Whichever your facility type says: the PPBV for hospitals, or § 113c SGB XI combined with the state qualified-staff ratio for long-term care. Exemptions can be configured per ward.

The security and co-determination page collects everything on § 87 of the Works Constitution Act, rule checking and logging in one place — it is written to be forwarded internally. Nurvo can also be run in pure proposal mode, where every change needs manual approval.

Yes. In a nursing home the unit is the living area (Wohnbereich), and both the rostering and the price work per living area.

§ 113c SGB XI (PeBeM) together with the qualified-staff ratio set by your federal state — not the PPBV, which is a hospital regulation. Nurvo calculates against both and produces the record as a PDF.

The ratio is configured per facility, because it is state law and changes independently of the federal rules. Nurvo calculates against the value your organisation sets and shows a shortfall as it happens rather than at the end of the month.

They can be assigned to more than one. The system will not double-book them, and it will not let a shift in one area break the rest period owed from another.

On two redundant servers in Germany (Frankfurt am Main), to GDPR standards. Shift and planning data are stored encrypted with AES-256.

Bank details and IBAN are stored only on the device itself. They are neither transferred to a central server nor included in any report. The cryptographic keys used for time tracking also stay on the device.

Whether a works agreement under § 87 (1) no. 2 of the Works Constitution Act is concluded is for the organisation and its works council to decide. Nurvo provides what that decision needs: a complete log for every planning proposal, adjustable automation levels and transparent check rules.

No. Nurvo produces staffing proposals. It does not assess people and makes no automated employment decisions. A roster becomes valid only when an authorised manager confirms it.

The shift time, the qualification required and the period. Nothing about the person who is absent — no name, no health data.

The data centres in Frankfurt am Main are certified to ISO 27001. Nurvo as a company is not — it is a young company, the measures described on this page are in place, and an external certification of the organisation is not. We would rather say that plainly than let the data centre's certificate stand in for one of our own. Ask us for the current position before you put it into a tender.

Per ward, or per living area in a nursing home, regardless of how many people work there. For organisations with several wards we quote a bundled rate.

1,000 € net as a flat fee for 10 to 12 weeks across two or three wards. If you go ahead, the full amount is credited against the annual contract.

No. The price per ward includes an unlimited number of staff, onboarding and support. Medical practices are billed per member of staff instead, because a practice has no wards.

Not yet. Nurvo currently produces the digital payslip in the app under § 108 GewO. A structured DATEV and Lexware export is in development and listed on the public roadmap.