Absence Management
Breathe
UK / wider Europe Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Centurion Management Systems Ltd · www.breathehr.com
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Breathe at a glance
- Vendor
- Centurion Management Systems Ltd
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Starting price
- “Starting at £24 a month per business” (vendor’s words) source, captured 13 Oct 2026
- Panel verdict
- The AI panel rates Breathe 1.5/5, the mean of 6 judges. Breathe, an absence management product from Centurion Management Systems Ltd of Horsham, England, is strongest where its evidence is thickest: requests and approvals and payroll handover both score 4, with the minimum and maximum equal. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Breathe, an absence management product from Centurion Management Systems Ltd of Horsham, England, is strongest where its evidence is thickest: requests and approvals and payroll handover both score 4, with the minimum and maximum equal. Employees request time off in a few clicks or from the iOS and Android apps, managers approve from a dashboard, and shared calendars add email and in-app notifications plus Outlook sync; the handover side brings four CSV files — employee, salary, benefit and additional payment details — exportable in full or changes-only, a named Xero Payroll integration and an open-source API with a sandbox. Weakest are sick leave and eAU and leave policies, both at 2, and sovereignty at 0-1: the captured pages give a UK address while hosting, ownership and subprocessors remain unknown, and we found no public information on eAU retrieval, six-week continued pay or carry-over. Score movement is small — absence data protection spans 2-3, the lower scores weighing unstated retention against health data — and no material disagreement was flagged. The pricing page names modules but no price figure appears in the captured material; persona-weighted totals span 1.8 to 2.9.
Speaks for it
- Requests and approvals is the joint-highest score at 4, minimum and maximum alike: employees request in a few clicks or from the iOS and Android apps, managers approve from a dashboard, and shared calendars add email and in-app notifications and Outlook sync
- Payroll handover matches it at 4: four CSV files — employee information, salary information, benefit information and additional payment details — with a full or changes-only download, a named Xero Payroll integration and an open-source API with a sandbox
- Sickness is tracked as its own type with fit-note upload, custom Bradford Factor trigger rules and return-to-work conversations logged against the record
- Automatic holiday entitlement tracking with generated tasks and email reminders replaces the spreadsheet
- Employees log their own absences through the People Portal mobile app, so records stay accurate without managers chasing emails
Held against it
- Sick leave and eAU scores 2 with its minimum and maximum equal: the terminology is UK fit notes, and we found no public information on eAU retrieval, six-week continued pay, BEM or child sick days
- Leave policies also scores 2 with its minimum and maximum equal: the part-time and mid-year calculator is website content, and we found no public information on carry-over, expiry or regional public holidays
- Sovereignty scores 0-1: the captured pages give a UK support address in Horsham, while hosting, ownership and subprocessors are unknown
- No absence data appears among the four named payroll export files, and no German payroll system is named in the captured material
- Retention is stated only as "as long as necessary", and we found no public information on restricting sickness reasons to named roles or on a data processing agreement
Best for
- You run a team of up to 250 people and want the everyday flow: requests in a few clicks, manager approval, a shared calendar and mobile logging
- Your payroll runs on Xero Payroll or accepts CSV files, and you want a documented API with a sandbox for your own integration
- You want sickness handled as a tracked absence type with Bradford Factor trigger rules and logged return-to-work conversations
- You want absence handling inside a broader SME HR suite of modules such as records, documents, performance and rota
Avoid if
- Your sick-leave process depends on the eAU, six-week continued pay, BEM or child sick days — the captured material uses UK fit-note terminology throughout
- You need leave rules such as carry-over, regional public holidays or part-time proration computed inside the product — only a free website calculator is evidenced
- You must document EU hosting and subprocessors before moving sickness data — the captured pages give a UK address in Horsham, and hosting and subprocessors are unknown
- Your payroll needs absence days mapped to payroll codes — ask the vendor: the public pages we read do not show it
The scores
| Criterion | Panel median |
|---|---|
| Entitlements & German leave rules | 1 of 5 |
| Requests, approvals & team calendar | 2 of 5 |
| Sick leave, eAU & continued pay | 1 of 5 |
| Payroll handover, time tracking & API | 2 of 5 |
| Health data, access & works council | 1.5 of 5 |
| European sovereignty | 0 of 5 |
Entitlements & German leave rules
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How this is scored
Whether the tool computes leave the way German and Austrian law and contracts do: entitlements per contract and working-time model, part-time proration, carry-over and expiry with the required notice, public holidays per federal state, half days and hourly leave, and special leave types.
0 — A fixed number of days per person typed in by hand; no carry-over, no proration and no public holidays.
3 — Annual entitlements and national public holidays, with carry-over as a manual adjustment and no statement on part-time or regional holidays.
5 — Entitlements per employee with automatic proration for joiners, leavers and part-time working days, public holidays per German federal state or Austrian region, half days, configurable carry-over with an expiry date, and custom leave types.
8 — Several working-time models per employee with changes over time recalculated, hourly leave, carry-over expiry with automatic notices to employees before leave lapses, special leave and parental leave types with their own rules, and entitlement changes logged.
10 — Leave law modelled and documented: entitlement rules per contract or collective agreement, statutory minimum and contractual leave kept apart where they expire differently, balances recalculated retroactively with an audit trail, and the rules a tool applies published in its help centre.
The Team Lead
Entitlement tracking with automatic reminders is in evidence, and there is a free website calculator for part-timers and mid-year joiners, but I found no public information on carry-over, public holidays by German federal state, part-time proration inside the product, half days, hourly leave or special leave types. As it stands I would still be working out Christmas cover for my two shifts by hand. 3 1
The Managing Director
Automatic entitlement tracking replaces the spreadsheet, and the site offers a free calculator for part-time staff and mid-year joiners, but that calculator is a marketing tool and I found no public information on part-time proration inside the product, carry-over with expiry notice, half days, or public holidays per German federal state. As the one liable when an entitlement comes out wrong, I could not run my two sites on this evidence. 1 3
The Payroll Accountant
Holiday entitlement tracking is automatic and the vendor publishes a free calculator for part-time and mid-year allowances, but that calculator sits on the website rather than being documented product behaviour. I found no public information on carry-over, regional public holidays, half days, or any German or Austrian leave rules, so nothing here would stand up in a German payroll audit. 1 3
The Data Protection Officer
Automatic holiday entitlement tracking is evidenced, and the vendor offers a free calculator for part-time employees and mid-year joiners, but that is marketing content rather than evidenced product behaviour. We found no public information on public holidays by German federal state or Austrian region, carry-over and expiry, half days, hourly leave or special leave types. 1 3
The HR IT Integrator
Automatic entitlement tracking is evidenced, and a free marketing calculator handles part-time and mid-year holiday allowances, but the captured pages do not show proration, carry-over, expiry or regional public holidays computed inside the product. We found no public information on German federal-state holidays, half days, hourly leave or special leave types; this reads as a UK holiday product rather than German leave law modelled. 1 3
The Skeptic
Automatic entitlement tracking with reminders is the whole of it, plus a free website calculator for part-time and mid-year joiners — a marketing calculator, not a stated product rule. We found no public information on carry-over or expiry, part-time proration inside the product, regional public holidays, half days or special leave types. 1 3
Requests, approvals & team calendar
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How this is scored
The everyday flow: an employee requests leave on a phone, the right person approves, a substitute is named, and the team can plan around it — judged on configurable approval chains and on what colleagues are allowed to see.
0 — Leave requested by email or in a shared calendar; no approval step and no record of who approved.
3 — Requests with a single approver and a team calendar, but no substitutes, no blocking rules and every absence reason visible to everyone.
5 — Mobile requests and approvals, approvers per team or department, substitutes named on the request, a team calendar that shows absence without the reason, email or push notifications, and calendar sync.
8 — Multi-level approval chains, minimum staffing rules or blackout periods, delegation while the approver is away, configurable calendar visibility per role, Microsoft Teams or Slack integration, and every request, approval and cancellation logged.
10 — Approval logic that matches a real organisation: rules per location, team and leave type, conflicts checked against staffing and shift plans before approval, a complete history per request, and reporting on pending and overdue approvals.
The Team Lead
The everyday flow is covered: employees request time off in seconds, managers approve from a dashboard, shared calendars show who's in and who's off, absences can be logged from the mobile app, and there are email and in-app notifications plus Outlook calendar sync. But I found no public information on named substitutes, minimum-staffing or blocking rules before approval, approval chains, or whether the calendar shows absence without the reason — which is exactly how I end up finding out about clashes too late. 3 1 6 8
The Managing Director
The everyday flow is genuinely evidenced: employees request leave in a few clicks, managers approve from their dashboard, shared calendars show who is in and who is off, and there is a mobile app plus email, in-app notifications and Outlook calendar sync. I found no public information on substitutes named on a request, multi-level or per-team approval chains, or rules limiting which colleagues can see the reason behind an absence. 1 3 6 8
The Payroll Accountant
Requests in a few clicks, manager approval from a dashboard, a shared team calendar, email and in-app notifications, iOS and Android apps, and Outlook calendar sync are all shown. I found no public information on substitutes, multi-level approval chains, staffing or blackout rules, or whether colleagues can see the reason behind an absence. 3 6 8
The Data Protection Officer
The everyday flow is evidenced end to end: employees submit absence requests in a few clicks or from the mobile app, managers approve from a dashboard, and shared calendars with email and in-app notifications plus Outlook sync let the team plan around absences. We found no public information on substitutes, per-team approval chains, blocking rules, or restricting what colleagues may see about another person's absence. 1 3 6 8
The HR IT Integrator
Employees log absences and request time off from a mobile app, managers approve from their dashboard, and a shared team calendar with email and in-app notifications plus Outlook sync through the API covers the everyday flow. We found no public information on substitutes, multi-level approval chains, blocking rules or configurable calendar visibility, and nothing on whether absence reasons are hidden from colleagues. 1 3 6 8
The Skeptic
Employees request in a few clicks, managers approve from a dashboard, and a shared calendar with in-app and email notifications plus Outlook sync covers the everyday flow. We found no public information on substitutes, approvers per team or department, multi-level chains, or what colleagues are allowed to see of an absence reason. 1 3 6 8
Sick leave, eAU & continued pay
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How this is scored
Sick notifications and the German electronic certificate of incapacity: whether the tool retrieves the eAU from the health insurer itself or through a named payroll system, how sick days are counted towards the six-week continued-pay and BEM thresholds, and how child-sick days and certificates from private insurance are handled.
0 — Sickness recorded as another leave type with no word on the eAU, certificates or thresholds.
3 — A sick-leave type with a document upload, and "eAU" mentioned without saying who retrieves it or how.
5 — Sick notification by the employee in the app, the eAU retrieval process documented — by the tool itself or via a named payroll system — with the retrieval status visible to HR, and child-sick days as a separate type.
8 — eAU retrieval from the statutory health insurers documented end to end with the certified software named, retrieval results written back to the absence, sick days counted towards the six-week continued-pay limit per illness, BEM thresholds flagged to HR only, and paper certificates for privately insured employees handled.
10 — Sick leave handled as the regulated process it is: eAU retrieval automated with error and follow-up handling, continued-pay and sickness-benefit transitions tracked, BEM invitation workflow supported, reasons and documents restricted to named roles, and the whole process documented in the help centre.
The Team Lead
Sickness is handled as one tracked type with self-marking from the mobile app, fit-note upload, Bradford Factor trigger rules and logged return-to-work conversations. I found no public information on the electronic certificate of incapacity, who retrieves it, the six-week continued-pay count or child-sick days, so the regulated German sick-leave process is not started here. 3
The Managing Director
Sickness is tracked as its own type with fit-note upload, Bradford Factor trigger rules and logged return-to-work conversations — all of it framed for the UK sick-note world. I found no public information on the eAU, retrieval from health insurers, six-week continued pay, BEM thresholds or child-sick days, so none of the regulated process I am personally exposed to is in evidence. 3 9
The Payroll Accountant
Sickness is tracked as its own type with fit-note upload, return-to-work logging and Bradford Factor trigger alerts, which is a British absence-management pattern backed by a UK sick report. I found no public information on eAU retrieval, the six-week continued-pay limit counted per illness, BEM, or child sick days, so no sick certificate would reach my payroll run from these pages. 3 9
The Data Protection Officer
Sickness is tracked as its own category with fit-note upload, Bradford Factor trigger rules and return-to-work conversations logged against the absence record — health data being created, in other words, with no word on the regulated process around it. We found no mention of eAU retrieval, the six-week continued-pay limit, BEM or child-sick days; the only related capture is a 2019 survey of UK sickness patterns. 3 8 9
The HR IT Integrator
Sickness is tracked as an absence type with fit-note upload, Bradford Factor trigger rules and return-to-work conversations logged alongside the record. We found no public information on the eAU or who retrieves it, the six-week continued-pay count, or child sick days — the terminology is UK fit notes throughout. 3 8 9
The Skeptic
Sickness is a tracked type with fit-note upload, Bradford Factor trigger thresholds and logged return-to-work conversations, but the eAU is never mentioned in the captured material. We found no public information on who retrieves a certificate, six-week continued-pay counting, BEM thresholds or child-sick days. 3 9
Payroll handover, time tracking & API
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How this is scored
Getting absences into the payroll run with the right codes and keeping balances consistent with time tracking: exports or integrations for the payroll systems German companies use, time-account interaction, and an API.
0 — No export beyond a screen list; absences are retyped into payroll.
3 — A CSV or Excel export of absences per month, with no named payroll system and no API.
5 — A documented export or integration for DATEV (LODAS or Lohn und Gehalt) or another named German payroll system, absence types mapped to payroll codes, and a documented API.
8 — Several named payroll integrations, absence and overtime balances shared with time tracking, configurable payroll codes per leave type, monthly closing that locks past periods, webhooks, and an API with published limits.
10 — Payroll handover that closes the month: absences, sick days and eAU results delivered to payroll in its own format with corrections flagged, a period lock with an audit trail, a versioned API with a deprecation policy, and the full absence history exportable at contract end.
The Team Lead
A payroll export produces four CSV files — employee information, salary information, benefit information and additional payment details — with a changes-only option, alongside a named Xero Payroll integration and a documented API with a sandbox environment. The named export files carry no absence or sick-day data, and I found no public information on mapping absence types to payroll codes, a German payroll system such as DATEV, period locking or webhooks. 7 8
The Managing Director
There is a payroll export of four CSV files with a full-report-or-changes-only choice, an integration with Xero Payroll, and an open API with a sandbox environment for testing. No German payroll system such as DATEV is named anywhere, and I found no public information on absence types mapped to payroll codes, period locking or webhooks — my payroll bureau could not take this handover as it stands. 2 7 8
The Payroll Accountant
The payroll export produces four CSV files — employee, salary, benefit and additional payment details — with a full or changes-only download, alongside an open API with a sandbox and a named Xero Payroll integration. I see no absences among the four named export files and no mapping of leave types to payroll codes, and I found no public information on DATEV or any other German payroll system, webhooks, or a monthly period lock. 2 7 8
The Data Protection Officer
A payroll export is documented (four CSV files, full report or changes-only) alongside a named Xero Payroll integration and an API with a sandbox environment. The export covers employee, salary and benefit data; we found no public information on mapping absence or sickness types to payroll codes, no German payroll system named, and no period lock for the handover. 7 8
The HR IT Integrator
The API is the strongest part: documented, with a sandbox for testing connector code and employee data kept in sync, plus a named Xero Payroll integration and a payroll export of four CSV files that can ship changes only. No German payroll system such as DATEV is named, the export covers employee, salary, benefit and payment data rather than absences mapped to payroll codes, and we found no public information on webhooks, monthly period locks or absence balances reconciled with time tracking. 7 8
The Skeptic
The payroll export is four CSV files — employee, salary, benefit and additional payment details — which the captured page does not tie to absence days or payroll codes, though Xero Payroll is named as an integration and an open-source API with a sandbox is documented, and the Rota module tracks timesheets and overtime. We found no public information on a German payroll integration, configurable payroll codes per leave type, period locks or webhooks. 2 7 8
Health data, access & works council
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How this is scored
What the tool does with data that is health data in law: who can see a sickness reason or certificate, how long absence records are kept, whether access is logged, and whether the vendor documents what a works agreement on absence recording needs.
0 — Nothing stated about who sees sick data or how long absences are kept.
3 — Roles for employees, managers and admins, but sickness reasons and documents visible to managers by default, and no retention setting.
5 — Sick-leave reasons and certificates restricted to HR by configurable permissions, colleagues see only "absent", retention or deletion of absence records configurable, and a DPA available.
8 — Field-level permissions per leave type, access to health-related records logged, retention rules per record type with automatic deletion, employees able to see their own records, and documentation aimed at works councils or a works agreement.
10 — Health data governed and evidenced: Art. 9 GDPR processing explained per feature, deletion runs logged and reportable, audit logs exportable, no analytics or AI features run on sickness data without explicit configuration, and the vendor publishing a template or checklist for the works agreement.
The Team Lead
Managers monitor absence and sickness from their dashboard and employees log their own absences, while the privacy policy retains personal information only as long as necessary with no fixed period stated, and promises no third-party disclosure without consent. I found no public information on restricting sickness reasons or documents to HR by permission, configurable deletion, access logging, or any documentation aimed at a works council. 3 4 5 8
The Managing Director
The privacy policy keeps personal information only as long as necessary for legal and accounting duties and undertakes no third-party disclosure without consent, and managers monitor sickness through a dashboard with records easy to access for HR and managers. I found no public information on who may see sickness reasons and certificates, configurable retention or deletion for absence records, access logging, or any documentation aimed at a works agreement — thin comfort for health data. 3 4 5
The Payroll Accountant
The privacy policy keeps personal information only for as long as necessary, lists data subject rights and promises no third-party disclosure without consent, but nothing states who may see a sickness reason or certificate beyond a manager dashboard that monitors absence and sickness. I found no public information on HR-only permissions for health data, configurable retention for absence records, access logging, a DPA, or works council documentation — and Breathe AI is in early access with no statement on the data it processes. 1 4 5 8
The Data Protection Officer
The privacy policy keeps personal information only "as long as necessary" for legal, accounting or reporting purposes — no fixed period — and we found no configurable retention for absence records, no access logging, and no restriction of sickness reasons and fit notes to named roles, while manager dashboards are built to monitor absence and sickness. Bradford Factor analytics and an early-access AI feature are offered against this data with no statement on special-category treatment, and we found no documentation aimed at works councils or a works agreement. 1 3 4 8
The HR IT Integrator
Roles exist — employees log their own absences and managers monitor absence and sickness from a dashboard — and the privacy policy keeps personal information only "as long as necessary" with no stated period. We found no public information on restricting sickness reasons or certificates to HR, configurable retention, access logging, or documentation aimed at a works agreement. 3 4 8
The Skeptic
Manager dashboards explicitly monitor absence and sickness, and the privacy policy retains data only 'as long as necessary' with no stated retention setting. We found no public information on restricting sickness reasons or documents to named roles, access logging, a data processing agreement, or anything aimed at a works council. 3 4 5 8
European sovereignty
panel opinion
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How this is scored
Where absence and sickness data lives, who the contracting entity is, and who the subprocessors are — including email, push-notification and support providers. Independently sourced by the sovereignty pipeline.
0 — Non-EU vendor and contracting entity, hosting unstated, and subprocessors unnamed.
3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — email, push notifications, analytics or support — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published with locations, and a DPA that covers sickness data as special-category processing.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, and certification published.
The Team Lead
The vendor trades from a United Kingdom address, and I found no public information on hosting location or on any subprocessor, including the email, push-notification and support providers in the chain. For a buyer in the EU, nothing here is evidenced as European end to end. 5 4
The Managing Director
The contracting entity is Centurion Management Systems Ltd of Horsham, England, outside the EU, and I found no public information on where absence and sickness data is hosted or which subprocessors sit in the chain. For data that includes my people's health records, an unexplained non-EU entity with hosting and subprocessors unstated is disqualifying as it stands. 4 5
The Payroll Accountant
The support address places the vendor in Horsham, United Kingdom, and the marketing is addressed to UK SMEs, so the contracting entity sits outside the EU on the face of the pages. I found no public information on where absence and sickness data is hosted, on group ownership, or on any subprocessor for email, push notifications or support. 3 5
The Data Protection Officer
The contracting party is a UK company at a Horsham address — outside the EU — and we found no public information on where absence and sickness data is hosted or which subprocessors sit behind the email, push and support functions. Nor did we find a published subprocessor list, a data-residency statement, or a data processing agreement covering sickness data as special-category processing. 4 5
The HR IT Integrator
The captured pages give a UK support address and GDPR-style data subject rights, but we found no public information on the contracting entity's jurisdiction, where absence and sickness data is hosted, or the subprocessors behind email, notifications and support. For a buyer moving German health data, EU residency is not evidenced on any captured page. 4 5
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: price per employee or per user, which features (eAU, payroll export, time tracking) sit in which tier, minimum users and the minimum term.
0 — No public prices at all; every tier is a sales conversation.
3 — A starting price exists, but the pricing basis or which features it covers is unstated — the invoice is unknowable.
5 — Tier prices public with the pricing basis given, but at least one commonly needed piece (eAU, payroll export, time tracking, extra admins) is unpriced or "on request".
8 — Every tier priced publicly with its basis, add-on prices listed, minimum users, minimum term and VAT treatment given.
10 — Complete price computability: the annual invoice derivable for a given headcount and feature set, with every add-on, setup fee and overage published.
The Team Lead
The published pricing page tells me which features are included as standard — holiday and absence management, dashboard and reporting, documents and policies, performance management — but I found no price figures anywhere, and no pricing basis, minimum users, minimum term or VAT treatment. I could not begin to compute what a year would cost my twelve people. 2
The Managing Director
The pricing page does say which features come as standard, but the captured pages contain no price at all — no per-employee figure, no minimum term, no VAT treatment, only a free holiday calculator as a marketing giveaway. I cannot compute what this would cost my forty people from public information, so the invoice is unknowable. 1 2
The Payroll Accountant
The captured pricing page lists feature bundles, optional modules and support promises, but no price figure appears in the captured material — only a separate free holiday calculator. I found no public information on per-employee or per-user prices, which tier carries the payroll export, minimum users, contract term or VAT treatment, so a buyer cannot compute an annual invoice from these pages. 1 2 3
The Data Protection Officer
The captured pricing page describes modules and what is included as standard, and add-on modules are offered, but we found no price figures anywhere — no per-employee price, no pricing basis, no minimum users, no minimum term, no VAT treatment. An annual invoice is not derivable from the public pages. 1 2
The HR IT Integrator
The captured pricing page lists features and trial support but no prices, and we found no public information on a per-employee price, tier figures, which features sit in which tier, minimum users, the minimum term or VAT treatment. A buyer cannot compute an annual invoice from the public pages. 1 2
The Skeptic
The captured pricing page names what sits in the package — holiday and absence management, documents, performance management — but no price figure, pricing basis, minimum headcount or term appears in the captured material. An annual cost is not computable from what was captured; only a free holiday calculator is priced, at no cost. 2
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about Breathe
Is Breathe European?
Yes, though not from the EU. whats-best.ai classifies Breathe as UK / wider Europe.
Where does Breathe store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Breathe have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Breathe?
As of 15 Oct 2026, the panel rates Kenjo (3/5), flair (2.5/5) and HRlab (2.5/5) highest among the other 16 Absence Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is Kenjo (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Breathe alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- Weak sourcing — Legal entity. Not confirmed on the vendor’s own pages as captured.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 6 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 6 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 4 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 data facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 compliance fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 hosting fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 subprocessors fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 support fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (9)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.breathehr.com Checked 13 Oct 2026 Details →
- 2 Pricing page www.breathehr.com Checked 13 Oct 2026 Details →
- 3 Absence management www.breathehr.com Checked 13 Oct 2026 Details →
- 4 Privacy policy www.breathehr.com Checked 13 Oct 2026 Details →
- 5 Terms of use www.breathehr.com Checked 13 Oct 2026 Details →
- 6 Requests, approvals & team calendar — found from sitemap www.breathehr.com Checked 13 Oct 2026 Details →
- 7 Payroll handover, time tracking & API — found from sitemap www.breathehr.com Checked 13 Oct 2026 Details →
- 8 Payroll handover, time tracking & API — found from sitemap www.breathehr.com Checked 13 Oct 2026 Details →
- 9 Sick leave, eAU & continued pay — found from sitemap www.breathehr.com Checked 13 Oct 2026 Details →