HR · head to head
Humaans vs Unmind
Humaans
HR
API-first HRIS for fast-growing companies that treat employee data as a system of record other tools read from
- From
- On request
- Rated
- -
Unmind
HR
UK built workplace mental health platform combining therapy, coaching, manager training and a 24/7 helpline in one contract
- From
- On request
- Rated
- -
The short version
- Each has a real cost: Humaans there is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.; Unmind psychiatry and medication management are not core, so populations needing prescribing care are routed into the health system and the employer sees no continuity of care for the most acute cases.
- They diverge on capability: Humaans covers Employee records, Unmind covers Therapy and coaching.
- Prices and features above were last checked on 1 September 2026.
Where they differ
Only the attributes on which Humaans and Unmind actually diverge.
Identical on both: starting price (On request), pricing model (quote), free tier (No), user rating (Not yet rated), category (HR).
What each one covers
Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.
Only in Humaans
- Employee records
- Workflows
- Time off
- Open API and webhooks
- Onboarding
- Reporting
- App directory
- Self service
Only in Unmind
- Therapy and coaching
- Nova AI support
- Content and courses
- Accredited manager training
- Anonymised insights
- 24/7 global helpline
- Critical incident response
- Work-life practical support
What people use each for
The jobs each tool is most often brought in to do.
Humaans
- A 150 person technology company that wants employee data clean enough to drive access provisioning automaticallynot Unmind
- An operations team that will build against an API rather than wait for a vendor integrationnot Unmind
- A company replacing spreadsheets and Google Drive folders in weeks rather than running a six month HRIS projectnot Unmind
- A multi-country employer that already has payroll handled per country and needs one consolidated employee recordnot Unmind
Unmind
- A UK or EU headquartered employer consolidating a wellbeing app, a therapy provider and a legacy EAP into one contract and one insights viewnot Humaans
- A multinational needing a helpline that answers in local hours across European and Asian sites rather than a US-centric servicenot Humaans
- An HR team that needs accredited manager training framed for UK and EU employment law rather than American normsnot Humaans
- An organisation that has had a serious workplace incident and wants critical incident response inside the same contract as ongoing carenot Humaans
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
Humaans
- There is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.
- Applicant tracking, learning and benefits administration are absent, meaning a company wanting a single supplier will buy three or four contracts to match what a suite sells as one.
- Acquisition by Employment Hero in 2024 puts an independent, integration-first product inside a vendor that sells a bundled employment platform, and buyers should ask directly how long the standalone product will be sold on its own terms.
- Per employee per month pricing with tiered features means the cost rises with headcount growth at exactly the point a scale-up is least willing to renegotiate, and useful features such as workflows sit above the entry tier.
- Country-specific compliance depth is limited, so statutory leave rules, local document requirements and reporting obligations often need configuring by hand rather than arriving as a maintained country pack.
Unmind
- Psychiatry and medication management are not core, so populations needing prescribing care are routed into the health system and the employer sees no continuity of care for the most acute cases.
- Pricing is per employee per year across the whole eligible population, so an employer with low engagement pays for a large denominator regardless of how many people use anything.
- Bundling therapy, helpline, content and training into one price makes benchmarking against point solutions genuinely difficult, and consultants often cannot produce a like-for-like comparison.
- United States provider depth and health plan integration are weaker than European coverage, so a US-heavy employer will find the network and the benefits integration less mature.
- The anonymised insights layer requires minimum group sizes before reporting, so smaller teams and country sites, precisely where an HR team suspects a problem, return no data.
Pricing, plan by plan
Humaans
On request- Humaans$undefined/year
- Priced per employee per month with tiered feature sets
- Employee records, time off and documents
- Workflows and reporting on higher tiers
Unmind
On request- Unmind workplace mental health platform$undefined/year
- Per employee per year, invoiced to the employer
- Modules including helpline, critical incident cover and manager training bundled or added
- Minimum eligible population applies, oriented to large mid-market and enterprise
Which should you pick?
Choose Unmind if
- You need therapy and coaching.
- You work on Web, iOS, Android.
- You also want nova ai support.
Questions people ask
- Is Humaans or Unmind better?
- Neither clearly leads. Humaans starts at On request and Unmind at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Humaans or Unmind?
- Humaans starts at On request and Unmind at On request.
- Does Humaans or Unmind run on more platforms?
- Humaans runs on Web. Unmind runs on Web, iOS, Android.
- What is Humaans best used for?
- Humaans is most often used for a 150 person technology company that wants employee data clean enough to drive access provisioning automatically, an operations team that will build against an api rather than wait for a vendor integration, a company replacing spreadsheets and google drive folders in weeks rather than running a six month hris project, a multi-country employer that already has payroll handled per country and needs one consolidated employee record. Of those, a 150 person technology company that wants employee data clean enough to drive access provisioning automatically and an operations team that will build against an api rather than wait for a vendor integration are not what Unmind is typically brought in for.
- What can Humaans do that Unmind cannot?
- Humaans covers Employee records, Workflows, Time off, Open API and webhooks. Unmind covers Therapy and coaching, Nova AI support, Content and courses, Accredited manager training.
Answered from the vendors’ own pages
Humaans: Does Humaans run payroll?
No. It holds the employee record and pushes data to payroll providers. You buy payroll separately in each country.
Unmind: Does Unmind replace our EAP?
It is designed to, including the 24/7 helpline and critical incident response. Confirm the specific helpline coverage hours and languages for each country you operate in.
Humaans: Who owns it now?
Employment Hero acquired Humaans in 2024. It continues to be sold, but the parent company also sells a bundled employment platform.
Unmind: How is it priced?
Per employee per year across the eligible population, invoiced to the employer. Rates are not published.
Humaans: Is the API genuinely complete?
Yes. It is the design centre of the product rather than an afterthought, with documented REST endpoints and webhooks across the core objects.
Unmind: Does it offer psychiatry?
No, prescribing care is not the core offer. Therapy, coaching and helpline support are, with escalation into local health systems for medication management.
Humaans: How long does implementation take?
Typically weeks. There is no configuration consultancy requirement, which is a large part of why teams choose it over a mid-market suite.
Unmind: Is there a minimum headcount?
Yes in practice. Unmind targets large mid-market and enterprise employers, and small organisations are not the commercial focus.
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