Service terms

Who you’re buying from

HappieMe is a service of Taupe London Limited, registered in England and Wales, company number 12041670. Registered office: 265 Longwater Avenue Longwater Avenue, Reading, England, RG2 6AB. Contact address: 1 Emma Street, London, E2 9FP.

Contact us or email support@happieme.com. The Contact form is available in the footer on every marketing page.

Your agreement with us

These terms apply when your organisation accepts them to use HappieMe. You must have authority to act for that organisation. HappieMe is supplied for business use. Free needs no payment card. Any paid offer, billing period and charge are shown before you accept a subscription.

These terms, your confirmed subscription and our data processing agreement form the agreement. The processing agreement takes priority for personal-data processing; your confirmed subscription takes priority for its price and billing period. You can save or print these pages for your records.

Leave coverage and your responsibilities

Businesses in any country can use HappieMe. Leave setup depends on each employee’s work location, working pattern and agreed policy.

Automatic public-holiday calendars are available for UK and US workspaces. Workspaces based in other countries have no public-holiday exclusions, including for employees working in the UK or US. Dates that fall on an employee’s working days count towards requested time off, even when they are public holidays.

Employer-configured vacation supports policies with a finite allowance kept separate from sick leave, for regular, equal-length working days and full or half-day bookings. No fixed limit supports custom leave tracking; unlimited-vacation entitlement and payouts, and combined PTO, are not automated.

Your organisation remains responsible for administering applicable statutory leave, pay and payroll requirements that HappieMe does not automate.

For US employees, your organisation administers statutory vacation, sick leave, paid leave usable for any reason, family and other protected leave externally. HappieMe records reports and confirmed vacation funding; your organisation remains responsible for payroll and payments.

Confirm each employee’s policy, opening balance, holiday calendar and external leave arrangements during setup before using their leave records. See the Get started coverage guide. HappieMe does not certify your employment policies or replace legal advice.

Using HappieMe

We provide the service with reasonable care and skill. Your organisation remains responsible for its employment decisions, lawful use of employee information, accurate records and access assignments. Check the supported working patterns before using holiday calculations. HappieMe does not replace employment, payroll or legal advice.

Keep sign-in details secure. Do not use the service unlawfully, access another organisation’s records without permission, upload malicious material or disrupt the service. You retain ownership of your data and give us only the rights needed to provide and protect the service. We retain ownership of HappieMe and its software.

Plans and seats

Free includes native HR with no headcount limit and no payment card required. Adding people does not start a subscription.

Plus is coming soon. It will bundle supported third-party tool integrations at US$4 per active seat/month for US businesses, or £3 for businesses elsewhere. Workspace business country determines currency, independently of employee work locations. There is no base fee, minimum seat count or connector surcharge. Applicable tax will be shown before payment. Registering interest does not start a subscription; planned features remain unavailable.

For paid subscriptions, each active person record counts once, including owners, administrators and people without a login. Pending and archived records do not count. Existing subscriptions keep their agreed price, billing period and daily seat adjustments until a separately agreed transition. Billing shows the applicable charge or credit; no historical invoice or consent is rewritten.

Free access and existing subscriptions

Free is an ongoing plan, not a trial. Signup does not collect a card or start automatic billing. Plus is not yet available to purchase. Existing trial and subscription agreements retain their confirmed dates and terms; this update does not start a new trial.

Existing subscriptions renew under their accepted terms until cancelled or changed through an agreed transition. You can change between monthly and annual billing at the next renewal, preserving the period already paid for. The switch itself does not create an immediate charge or refund.

Cancellation and refunds

You can cancel in Billing at any time. Cancelling during the trial prevents the first paid charge. After payment, cancellation stops the next renewal. Agreed paid coverage continues until the end of your paid month or year, and native HR stays available on Free afterwards.

You can request a full refund within 30 days of your first paid subscription charge, whether monthly or annual. The request must reach us within those 30 days. This initial-payment refund does not apply to later renewals. Outside it, ordinary cancellation does not refund the unused part of a paid period.

We correct erroneous or duplicate charges and consider refunds for material service failures. This does not limit remedies required by law or these terms, or credits due for seat changes. If we grant a full subscription refund, the refunded paid access ends and renewal stops. Native HR remains available on Free; a refund does not trigger workspace deletion.

Your records after the subscription ends

Subscription cancellation and workspace deletion are separate. Your workspace continues on Free with its records, history, existing permissions and supported exports. Subscription expiry does not start a deletion countdown.

If you choose to close the workspace, we verify the owner’s authority and follow the requested return or deletion process. The processing agreement covers return, deletion and backups.

Support and confidentiality

Use the Contact form for help with setup, billing or your information. Keep passwords, card details and private employee documents out of your initial message; we will arrange an appropriate route where needed.

Both parties must protect confidential information received through the service, share it only with people who need it for the agreement and are bound to protect it, and use it only for that purpose. This does not restrict information already lawfully public, independently developed or required to be disclosed by law.

If the service needs to be suspended or ended

Overdue payment may restrict paid features, while native HR remains available on Free. We may restrict access where necessary to address a genuine security risk, unlawful use or material breach. We will explain the issue and give a reasonable opportunity to resolve it where practical. Urgent protective action may be needed first.

Either party may end the agreement for a material breach that is not put right within a reasonable period after notice, or immediately if it cannot be put right. If we discontinue the service, end your subscription without your breach, or you end it because of our unremedied material breach, we will refund prepaid fees for the unused period and provide a reasonable opportunity to retrieve your records.

Responsibility when something goes wrong

Each party is responsible for losses caused by its breach of this agreement, subject to applicable law. We do not exclude responsibility for our failure to protect or handle data as agreed. You should keep appropriate business records and tell us promptly about a problem so we can help limit its effects.

Nothing in this agreement excludes or limits liability that cannot lawfully be excluded or limited, including fraud, fraudulent misrepresentation, or death or personal injury caused by negligence.

Changes and governing law

We will give reasonable advance notice of material changes to these terms or subscription prices. Price changes take effect at a future renewal, giving you the opportunity to cancel first. Changes do not remove an existing refund entitlement or an agreed data-return right.

The agreement is governed by the laws of England and Wales, whose courts have jurisdiction. Any mandatory rights that apply remain unaffected.