BrightHR Reviews

Appalling communication whenever there is bad news to deliver. Public face of Alan Price bares no resemblance to how he runs his companies. To take one of many examples: he recently did an interview titled "...Why It’s Important To Include Neurodiverse Employees & How To Make Your Workplace More Neuro-Inclusive". His policies this year have driven neurodiverse people out whilst putting them under unnecessary mental strain. The recent addition of exit interviews appears to be nothing more than an opportunity for him to explain why nothing is his fault. Despite being open being one of our core values until recently people are now sacked instantly or 'managed out' if they question management at all. Any staff who work from home are now expected to use an app on their phone that will alert management if we leave our house during the day. Despite assurances that Bright are committed to hybrid working all new pay rises are conditional on signing a new contract which increases how many days we need to be in the office. Pay has been frozen for a year and a half. Morale is very low, most meetings that don't include a manager are an opportunity for us to vent and nothing else gets done.

Personal performance and company success matter little when it comes to compensation. Don't expect raises during the pay review periods. If you're "lucky," there'll be a frantic scramble to retain employees after mass resignations and a manager will try and get you to stay with less than you should have got at your last pay review. This package invariably comes with strings attached, usually demanding increased office attendance. Unsurprisingly, people take the cash and run anyway. Autonomy, once a cornerstone of BrightHR's work culture, has been replaced by a pervasive climate of distrust. Genuine health concerns warrant not empathy, but suspicion. Taking genuine sick leave very quickly triggers threatening letters from shame faced managers and disciplinaries follow. You'll get patronising emails on awareness days stating how much they care about your wellbeing when in practice they clearly don't. It ties in nicely with the CEO's hypocritical articles and social media posts. This policy encourages the clearly unwell into the crowded office, perpetuating the spread of illnesses. Management's pronouncements hold zero weight. A policy for two days in the office quickly turns into three days, and then morphs into four, disguised through pay raise conditions. The company's former values of bravery and openness have become weapons wielded against employees who dare embody them, leading to unjust terminations.