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Home › Business Software › HR Software › BrightHR vs BreatheHR UK 2026
Last Reviewed: April 2026 | Fact-checked against ICO, ACAS, and HMRC guidance.
TL;DR: BrightHR and BreatheHR are both UK-built HR platforms targeting small businesses with 1-50 employees. BrightHR wins on compliance support - its 24/7 employment law helpline and rota management capability. BreatheHR wins on simplicity, flat-fee pricing for under 20 employees, and document template quality. This is the closest head-to-head comparison in the UK small business HR software market.
- 5.5 million small businesses in the UK, 99% of all businesses (ONS, 2024)
- Average unfair dismissal award: £11,316 (Ministry of Justice, 2024)
- UK GDPR Article 30 applies to all employers processing employee data
- Auto-enrolment duties apply from your first eligible hire (TPR, 2025)
How We Assessed These Platforms
We compared BrightHR and BreatheHR across eight criteria: pricing at 10, 20, and 40 employees, employment law helpline availability, rota and shift management capability, absence management and Bradford Factor functionality, document template quality and ACAS alignment, mobile app performance, UK GDPR data residency, and G2/Capterra verified ratings. Neither platform paid to appear in this comparison.
Author: Chandraketu Tripathi, reviewed by the kaeltripton.com editorial team.
What BrightHR and BreatheHR Have in Common
BrightHR and BreatheHR share more in common than any other pairing in the UK HR software market. Both are UK-built from the ground up for UK employment law. Both store data on UK servers. Both provide Data Processing Agreements compliant with UK GDPR Article 28 as standard. Both target businesses with 1-50 employees that lack a dedicated HR function. Both cover the core compliance obligations: Working Time Regulations 1998 holiday entitlement, Employment Rights Act 1996 employment documentation, Bradford Factor sickness absence tracking, and employee self-service.
The differences between them are in the specific value propositions layered on top of this shared compliance foundation. Understanding which differences matter for your specific organisation is the basis of this comparison.
For individual platform reviews, see our BrightHR review UK and our BreatheHR review UK. For the full market overview, see our best HR software UK guide.
Head-to-Head Comparison: 8 Criteria
| Criterion | BrightHR | BreatheHR | Winner |
|---|---|---|---|
| UK Payroll Native | No | No | Draw |
| UK Data Residency | UK servers | UK servers | Draw |
| Price at 10 employees | ~£60/mo (per-employee) | £18/mo (flat fee) | BreatheHR |
| Price at 40 employees | ~£240/mo | £85/mo (Pro, up to 50) | BreatheHR |
| Employment Law Helpline | Yes - 24/7 | No | BrightHR |
| Rota Management | Yes - built in | Pro plan only, basic | BrightHR |
| Document Templates | Good - ACAS-aligned | Excellent - ACAS-aligned, broader library | BreatheHR |
| G2 Rating | 4.5/5 | 4.4/5 | BrightHR (marginal) |
The Pricing Difference: Flat Fee vs Per-Employee
The most concrete differentiator between BrightHR and BreatheHR is pricing structure. BreatheHR uses flat-fee tier pricing: £18 per month for up to 10 employees, £43 per month for up to 20, £85 per month for up to 50. BrightHR uses per-employee pricing starting from approximately £6 per employee per month.
At 10 employees: BreatheHR £18 vs BrightHR £60 - BreatheHR is 70% cheaper. At 20 employees: BreatheHR £43 vs BrightHR £120 - BreatheHR is 64% cheaper. At 40 employees: BreatheHR £85 vs BrightHR £240 - BreatheHR is 65% cheaper. At 50 employees: BreatheHR Pro covers up to 50 at £85; BrightHR would be approximately £300. The pricing gap is consistent and significant across the target headcount range. For organisations where the employment law helpline and rota management are not priorities, BreatheHR delivers equivalent core HR compliance at significantly lower cost.
The Helpline Difference: Compliance Safety Net vs Self-Sufficiency
BrightHR's 24/7 employment law helpline is the feature that justifies its price premium for a specific type of buyer: the business owner or manager who lacks employment law knowledge and who encounters compliance situations - a disciplinary process, a redundancy, an employee grievance - that require expert guidance at the moment they arise rather than 24 hours later when a solicitor can be reached.
BreatheHR has no equivalent helpline. For organisations with sufficient employment law knowledge in-house, or that have an employment solicitor on retainer, or that are confident using ACAS guidance for compliance decisions, the helpline's absence is not a meaningful limitation. For organisations where the founder or office manager makes all employment decisions without HR expertise, BrightHR's helpline provides a genuine safety net that BreatheHR does not.
Rota Management: The Sector Differentiator
For retail, hospitality, care, and healthcare employers with shift-based workforces, BrightHR's rota management capability is a meaningful operational differentiator. BrightHR's rota tools support weekly schedule building, shift assignment, publication to employees via mobile, and GPS-based clock-in via the Blip app. BreatheHR's rota tools on the Pro plan are more basic and better suited to fixed-pattern working than dynamic weekly shift scheduling. If rota management is operationally important, BrightHR's stronger tools justify the price premium for shift-based employers specifically.
Who Should Choose BrightHR and Who Should Choose BreatheHR
Choose BrightHR if: You lack employment law expertise and need a safety net for compliance decisions; your workforce is shift-based and rota management is an operational priority; you operate in Northern Ireland where BrightHR's specific coverage adds value; or cost is secondary to compliance support and the helpline's value justifies the 60-70% price premium over BreatheHR.
Choose BreatheHR if: Cost is a primary constraint at under 50 employees; your employment law knowledge is sufficient to make routine HR decisions without a helpline; your workforce works fixed patterns rather than variable shifts; or you prioritise document template quality and ACAS-aligned policy library depth over compliance advisory services.
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Frequently Asked Questions
Is BrightHR or BreatheHR cheaper for UK small businesses?
BreatheHR is consistently cheaper across all headcount points below 50 employees due to its flat-fee pricing model. At 10 employees, BreatheHR costs £18/month versus BrightHR's approximately £60/month - a 70% cost saving. At 40 employees, BreatheHR Pro at £85/month compares to BrightHR's approximately £240/month. The price gap is consistent and significant. BrightHR's higher cost is justified only if the employment law helpline or rota management capability delivers sufficient operational value to offset it.
Which is better for a small retail or hospitality business, BrightHR or BreatheHR?
BrightHR is typically better for retail and hospitality businesses with shift-based workforces because its rota management and GPS clock-in (Blip) capability is more developed than BreatheHR's basic rota tools on the Pro plan. The employment law helpline also adds value in sectors with high turnover and frequent employment law questions around zero-hours contracts, tips, and seasonal employment. For fixed-hours retail operations without complex scheduling, BreatheHR's cost advantage may outweigh BrightHR's scheduling capability.
Do both BrightHR and BreatheHR include employee self-service?
Yes. Both platforms include employee self-service portals accessible via web and mobile app. Employees can submit holiday requests, view balances, access documents, and update personal information on both platforms. BrightHR's mobile app scores marginally higher in App Store reviews than BreatheHR's app (BrightHR approximately 4.2/5 versus BreatheHR 3.8/5), reflecting a better mobile experience. For workforces where mobile self-service adoption matters, BrightHR's mobile app quality is a secondary differentiator beyond the helpline and rota tools.
Do BrightHR and BreatheHR both provide a GDPR Data Processing Agreement?
Yes. Both BrightHR and BreatheHR provide Data Processing Agreements compliant with UK GDPR Article 28 as standard with their contracts. Both store data on UK servers, satisfying data residency requirements without additional international transfer safeguards. Both include role-based access controls and audit logging for GDPR data access trail requirements. On GDPR compliance, the two platforms are essentially equivalent - this criterion does not differentiate the choice.
Which has better employment contract templates, BrightHR or BreatheHR?
BreatheHR has a broader and more consistently ACAS-aligned employment document library, with employment contract templates, offer letters, and HR policy documents that are specifically referenced against ACAS good practice guidance. BrightHR's document library is also ACAS-aligned but slightly less comprehensive. For organisations where document template quality is a primary consideration - typically those where the owner or office manager uses the templates directly without HR review - BreatheHR's library is marginally stronger.
The UK has 5.5 million small businesses employing 16.7 million people (ONS, 2024). The Employment Rights Bill 2025 introduces day-one unfair dismissal rights, significantly raising the stakes of HR software selection for UK SMEs (CIPD, 2025). Under UK GDPR Article 28, employers must ensure their HR software vendor holds a valid Data Processing Agreement with documented data residency (ICO, 2024).
Disclaimer
For informational purposes only. Not legal or financial advice. Accurate April 2026. Independent editorial - no external links to any platform. Rankings based on independent assessment only.
Frequently asked questions
Which is better for UK SMEs: BrightHR or BreatheHR?
Both are UK-built for SME market. BrightHR includes BrightAdvice employment law helpline as a differentiator and integrates with BrightPay payroll for a complete HR plus payroll stack. BreatheHR focuses purely on HR functionality with stronger configurability and integrates with third-party payroll. For SMEs without in-house HR expertise wanting employment law guidance, BrightHR's helpline adds value. For SMEs with established HR or legal advice, BreatheHR's pure focus may suit better.
How do BrightHR and BreatheHR compare on integrated payroll?
BrightHR offers BrightPay as an integrated payroll product, providing single-vendor HR plus payroll for UK SMEs. BrightPay is on HMRC's recognised PAYE software list at gov.uk and handles RTI submission, P60 generation, and auto-enrolment assessment. BreatheHR does not include native payroll, integrating with Xero, Sage, or QuickBooks Payroll via API. For employers wanting single-vendor simplicity, BrightHR has the edge. For employers already on Xero or Sage, BreatheHR may suit better.
What about ACAS Code compliance in BrightHR vs BreatheHR?
Both support ACAS Code of Practice workflows for grievance and disciplinary processes including documented stages, formal warning issuance, and appeal handling. BrightHR's BrightAdvice helpline provides additional support during disciplinary action which can prevent procedural errors that would create tribunal exposure. The ACAS Code at acas.org.uk is admissible in tribunal proceedings, making both products' documentation features valuable for defending dismissal cases.
How do BrightHR and BreatheHR pricing compare?
Both use tiered per-employee-per-month pricing with significant volume discounts. BrightHR pricing including BrightAdvice typically starts under 5 pounds per employee per month. BreatheHR core pricing typically starts in the 4 to 6 pounds per employee per month range. Total cost depends on selected modules and whether payroll is bundled (for BrightHR) or separate (for BreatheHR). Both quote ex-VAT. Annual commitment usually delivers 15 to 20 percent discount.
What is the UK statutory leave handling in BrightHR vs BreatheHR?
Both products handle Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay, Shared Parental Pay, and Statutory Adoption Pay calculations at the current published rates updated each April. Both track Working Time Regulations 1998 entitlement (5.6 weeks combined). Bank holiday treatment, part-time pro-rating, and accrual methods are configurable in both. The differences are interface and reporting depth rather than fundamental capability. ACAS holiday guidance applies equally.
Sources
- G2 BrightHR Reviews: https://www.g2.com/products/brighthr/reviews
- G2 BreatheHR Reviews: https://www.g2.com/products/breathe/reviews
- ICO UK GDPR Employment Guidance: https://ico.org.uk/for-organisations/uk-gdpr-guidance-and-resources/employment/
- ACAS Employment Contracts Guidance: https://www.acas.org.uk/employment-contracts
- Working Time Regulations 1998: https://www.legislation.gov.uk/uksi/1998/1833/contents
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