MyHR review

MyHR is New Zealand HR software paired with access to Kiwi HR professionals. The homepage says it supports contracts, employee records, leave and performance, and serves businesses across several industries. The pitch is a mix of self-serve tools for routine HR work and advice from people, rather than software alone.

Its feature set covers hiring and onboarding, performance and development, HR insights and analytics, plus leave and payroll. The published information does not explain how detailed those tools are, which payroll systems they connect to, or what analytics are available. So we’d treat MyHR as a broad HR service, not assume every feature is a full standalone system. Businesses looking for help with HR decisions as well as administration may find the combination relevant; those comparing it with a specialist payroll or recruitment product will need to check the specifics.

The clearest strength is the combination of software and human HR support. MyHR says customers get unlimited, on-call access to Kiwi HR professionals, alongside tools for everyday tasks. That could suit a business that needs help handling HR questions but does not want to rely on software alone. The published material does not publish response times or define what “unlimited” covers, so those are worth confirming before signing.

The product also covers several parts of the employee lifecycle rather than focusing only on records or leave. Its listed capabilities include:

• Contracts, employee records and leave administration
• Hiring and onboarding
• Performance and employee development
• HR insights and analytics
• Leave and payroll features

That breadth may reduce the need to piece together separate tools, but the feature names alone do not establish what is included in each package. Ask MyHR to show how the workflows work for your team size and to confirm which features are included in the quoted subscription. The advice-plus-software model is the main reason to consider it.

The biggest drawback is price visibility. Monthly and annual prices are not published, and the available pricing information is low-confidence. The listed model charges a fixed fee for 20 or fewer employees, then switches to per-employee billing at 21 or more. It does not publish the rates, overages or how employee changes affect the bill. There is also a one-off onboarding fee based on headcount, but no amount is listed.

Contract terms are another constraint: the pricing information says teams under 100 employees need a 12-month minimum, while teams of 101 or more need 24 months. It does not specify the term for a team of exactly 100. Contractor and casual staff may receive lower rates, but those rates are not published. That makes it hard to compare MyHR’s total cost with another HR stack before a sales conversation. Get a written quote covering onboarding, headcount changes, casual workers and the full minimum term; otherwise, the advertised structure does not tell you what you will pay.

MyHR does not publish monthly or annual prices, so there is no public figure to compare with your current HR software. The available pricing information describes a custom subscription, with the listed currency marked as USD; actual rates are not published.

The billing model changes at 21 employees: teams with 20 or fewer pay a fixed fee, while teams with 21 or more are billed per employee. That is a change in how the bill is calculated, not a published tier price. Rates for contractors and casual staff are lower, but the discount is not specified.

Budget for a one-off onboarding fee based on headcount. Its amount is also not published, and the available information says billing scales with employee changes without specifying rates or overages. Contract terms matter: teams under 100 employees have a 12-month minimum; teams of 101 or more have a 24-month minimum. Ask MyHR for a written quote covering headcount changes, onboarding and the full contract term before comparing costs.

The available information does not specify MyHR’s migration process, implementation timeline or supported data exports, so we can’t estimate the work involved in moving employee records, leave balances or documents. Ask what can be imported, what needs manual entry, and what you can export if you leave. Get those answers in writing before signing.

The clearest switching constraint is the minimum contract: 12 months for teams under 100 employees and 24 months for teams of 101 or more. That can make an early move costly or impractical; cancellation terms and any exit fees are not published on the vendor's site. Also confirm how headcount changes affect billing.

We can’t reliably say what makes customers leave based on Reddit: no Reddit posts or comments were provided to support that claim. MyHR’s appeal is its combination of HR workflows and access to Kiwi HR professionals, but buyers should weigh that against custom pricing and the contract commitment. Verify data access and exit terms before replacing an existing system.