HR Management

Breathe

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Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by Breathe HR Ltd (part of Zellis Group) · www.breathehr.com

An AI-assisted analysis of public evidence — not a hands-on test.

Every score, rationale and verdict on this page is AI-generated. Every claim cites the source it was read from. Nothing here is a human star review — and no score can be bought. How scores are made →

Method and versions

The People Lead v1.0 · The Payroll Officer v1.0 · The Works Council Advocate v1.0 · The Data Protection Officer v1.0 · The IT Integrator v1.0 · The Skeptic v1.0 · rubric v1 · evaluated 22 Sep 2026

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Read this page as one judge. Each weighs the same scores by what they care about.

The Skeptic

Weighted verdict

Has watched three HR suites promise one system and deliver five modules with a shared logo. Reads every claim for what it does not say: which module the feature lives in, what it costs on top, and whether "integration" means a maintained connector or a documented endpoint someone could build against.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The Skeptic

Digital personnel file & data model

How this is scored

The system of record: employee master data, the digital personnel file, org structure, custom fields, and whether history is kept rather than overwritten.

0 — A contact list with job titles; no document storage, no org structure, no history — changes overwrite what was there.

3 — Employee records with document upload, but a flat structure: no org chart, few or no custom fields, and no dated history of contract or salary changes.

5 — Digital personnel file with structured document types, an org chart, custom fields, and change history on the core employment fields.

8 — Complete record: versioned contract and compensation history with effective dates, document templates with e-signature, org structure supporting multiple entities and cost centres, and granular field-level permissions.

10 — The file is the single source of truth an auditor could work from: full effective-dated history on every field, retention rules per document type, delegated administration per entity, and export that reproduces the record intact.

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The Skeptic

The captured homepage advertises forty-plus features without naming a single personnel-file capability, and we found no public information on document storage, org charts, custom fields, or change history. Leave requests confirm employees exist as records, and that is where the evidence stops. 1

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Payroll handoff

How this is scored

Whether the month closes cleanly into payroll — DATEV, Lohn und Gehalt, an in-house system or an external tax adviser — and how much of that is automated rather than re-typed.

0 — No payroll path stated at all; whatever leaves the system leaves as a spreadsheet somebody retypes.

3 — Generic CSV export said to be usable for payroll, with no named payroll system, no defined format and no handling of mid-month changes.

5 — A named payroll integration or a documented export format for at least one major system (e.g. DATEV LODAS/Lohn und Gehalt), covering the recurring monthly fields.

8 — Certified or vendor-maintained integration with a named payroll provider, covering variable pay, absences and mid-month joiners and leavers, with a documented pre-payroll check.

10 — Payroll is a first-class part of the product: maintained bidirectional integrations with several named systems, an auditable approval and lock step before transmission, retro-accounting for backdated changes, and the tax adviser given their own access.

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The Skeptic

A marketplace of partner apps is said to exist to reduce HR admin, but the captured page names no payroll system, export format, or connector, and we found no public information on how the month hands over to payroll. A partnership listing is not a maintained integration. 1

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Absence & working-time

How this is scored

Vacation, sickness and working-time recording — including whether the product meets the German recording duty (BAG 2022, ArbZG) rather than merely offering a timer.

0 — No absence or time handling; both live in a spreadsheet elsewhere.

3 — Vacation requests with an approval step, but entitlement is manual, carry-over is not handled and there is no working-time recording.

5 — Automatic entitlement and carry-over, sickness recording, an absence calendar, and basic working-time capture with a report per employee.

8 — Configurable per country and contract: pro-rata entitlement, public-holiday calendars per location, break and rest-period rules, overtime accounts, and an export the employer can hand to a labour inspection.

10 — Working-time recording built as a legal obligation rather than a feature: tamper-evident records, documented compliance with the ArbZG recording duty, works-council-configurable monitoring limits, and shift or on-call models handled without add-ons.

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The Skeptic

Leave requests with one-click responses and an overview of upcoming leave are confirmed on the page, which sits at the basic end of this criterion. Holiday entitlement is offered as a free standalone calculator on the marketing site, and we found no public information on automatic entitlement and carry-over inside the product, on sickness recording, or on working-time recording with any reference to the German recording duty. 1

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Recruiting & onboarding

How this is scored

The join path — vacancy to signed contract to a person who has an account, equipment and a plan on day one.

0 — Neither applicant tracking nor onboarding exists; hiring happens in a shared inbox.

3 — A basic applicant list with statuses, or an onboarding checklist — one of the two, without the handover between them.

5 — Applicant tracking with a careers page, structured stages and rejection handling, plus a checklist-driven onboarding that carries the hired candidate over into an employee record without re-entry.

8 — Multi-posting to named job boards, interview scheduling and scorecards, GDPR-conscious applicant retention and deletion, e-signed contracts, and onboarding that triggers tasks in IT and payroll.

10 — The whole join is one governed flow: approval-gated requisitions with budget, structured and bias-conscious evaluation, automated applicant deletion at the stated deadline, and provisioning driven from the record so day one needs no HR intervention.

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The Skeptic

We found no public information on applicant tracking, careers pages, structured stages, or onboarding checklists; the feature list on the captured page names none of the join path. 1

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Employee data protection & co-determination

How this is scored

How the product handles the most sensitive personal data a company holds — retention, deletion, role separation, subject rights — and whether it can pass a works council (BetrVG §87) rather than merely a procurement checklist.

0 — No stated retention or deletion handling, no role model beyond admin-or-not, and no DPA offered on the site.

3 — A DPA exists on request and roles are coarse; retention and deletion are described as something the customer arranges themselves.

5 — A signable DPA is published, roles are configurable per module, applicant and employee retention periods are stated, and deletion can be executed rather than only promised.

8 — Field-level access control with an audit log of who read what, configurable retention per data category with automatic deletion, documented subject-rights support, and monitoring or analytics features that can be switched off for co-determination.

10 — Built for the works council to say yes: published processing documentation and subprocessor list, per-entity data separation, tamper-evident audit trail, evaluation and behavioural-analysis features off by default with their scope documented, and a data-protection impact assessment the customer can build on.

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The Skeptic

We found no public information on a data-processing agreement, stated retention periods, executable deletion, or configurable roles. Engagement and wellbeing surveys ship as a paid feature, and we found no public information on whether such analytics can be scoped or switched off for co-determination. 1

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European sovereignty

How this is scored

Where the data lives, who the contracting entity is, who the subprocessors are, and whether the answer is documented rather than assumed. Independently sourced by the sovereignty pipeline; scored here as the buyer would weigh it.

0 — US-headquartered vendor, US contracting entity, hosting region unstated or US, subprocessors not named.

3 — EU hosting is offered as an option but the contracting entity is non-EU, or the subprocessor list is incomplete or absent.

5 — EU hosting stated as standard and an EU contracting entity, but the subprocessor chain includes non-EU providers without an explained safeguard.

8 — EU or DACH hosting with a named data-centre provider, an EU contracting entity, the full subprocessor list published, and any non-EU processing named with its legal basis.

10 — Sovereign end to end and evidenced: vendor, contracting entity, hosting and every subprocessor in the EU, certification of the data centres published, and an on-premises or private-cloud option for buyers who need it.

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The Skeptic

The vendor address is Horsham, United Kingdom — outside the EU from the buyer's vantage — and we found no public information on hosting region, a subcontractor list, or data-centre certification. That is a third-country vendor with an undocumented processing chain. 1

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Pricing transparency not rated — the vendor publishes no price

How this is scored

Whether an HR lead can compute the real annual invoice for their headcount — including the modules they actually need — from public pages alone.

0 — No public prices at all; every tier is a sales conversation.

3 — An entry price per employee exists, but the modules most buyers need are unpriced, or a minimum headcount, setup fee or mandatory onboarding package is not stated publicly.

5 — Per-employee prices are public for the main tiers with the billing period stated, but at least one commonly needed module (payroll, time, recruiting) hides in an unpriced bundle.

8 — Every tier and module priced publicly with per-employee maths, billing period, minimum term and VAT treatment stated; only genuinely custom enterprise work lacks a number.

10 — Complete price computability: a calculator or table that produces the annual invoice for a given headcount and module selection, including setup, minimums and renewal terms.

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The Skeptic

A free trial without credit card and a cancellable subscription are the only commercial facts published; we found no public information on per-employee prices, plan tiers, billing period, minimum headcount, or setup fees. No annual invoice for any headcount can be computed from what is captured. 1

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European sovereignty — proven facts

0 of 4 dimensions proven

Built 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 ⚠ unverified	—	uncited Report an error
Subprocessors	Not determined ⚠ unverified	—	uncited Report an error

Where this could be wrong

Evidence ages. The oldest capture behind this page is from 22 Sep 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
Weak sourcing — Data residency, Subprocessors, 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.

10 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
9 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
4 compliance 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
3 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
1 data 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
3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are 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

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Sources (8)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

1 Vendor page www.breathehr.com Checked 22 Sep 2026 Details →
2 Privacy policy — found from the homepage www.breathehr.com Checked 30 Sep 2026 Details →
3 Security / trust page — found from the homepage www.breathehr.com Checked 30 Sep 2026 Details →
4 Payroll handoff — found from sitemap www.breathehr.com Checked 1 Oct 2026 Details →
5 Payroll handoff — found from sitemap www.breathehr.com Checked 1 Oct 2026 Details →
6 Absence & working-time — found from sitemap www.breathehr.com Checked 1 Oct 2026 Details →
7 Absence & working-time — found from sitemap www.breathehr.com Checked 1 Oct 2026 Details →
8 Recruiting & onboarding — found from sitemap www.breathehr.com Checked 1 Oct 2026 Details →