Keka

Keka gives you analytics inside its HR system, on a full-term contract

Role-based access, data export and AI controls work in its favour

Some parts of Keka’s analytics work in a buyer’s favour. They matter most if you worry about who can see employee data. They also matter if you want to get the numbers out of the system.

AI that may not be live, fixed attrition storyboards and no liability for AI outputs

Several limits can change what you get from Keka. Keka’s own pages differ on whether some AI is live. The attrition storyboards cannot be reshaped. Under its US terms, Keka takes no liability for AI outputs. Other companies handle your data. Check each one before you sign.

Keka’s customers run from 35 people to more than 2,700

Keka’s analytics are part of its HR and payroll system. So it fits most naturally if that system holds, or will hold, your employee records. Its customer examples run from 35 employees to 2,729. Wow Jobs is a staffing and recruiting company in London with 35 employees. RA Chem is a company in Hyderabad with 2,729. Keka runs people operations for over 10,000 companies across three continents.

Keka was launched in 2016 and entered the US market in 2024. Two of the examples below are in India, in Mumbai and Pune. If you buy in the US, ask Keka for US customers of your size.

The price depends on region and headcount, and the US contract runs a full term

Under Keka’s US terms, the price depends on your region and your number of employees. The US contract then holds you for the full term. Both points change what Keka costs you. Keka’s US pricing is a single per-employee subscription. Keka invites you to call if you are unsure which plan is right. It puts US HR software in general at $5 to $30 per employee a month. That rests on published 2026 vendor pricing guides. It is a range for the whole US market, not a Keka quote.

The analytics you want may sit in different plans. On Keka’s global price list, People Analytics is in the Strength plan. So are advanced reports with dashboards on attrition and engagement, and Employee Pulse. Custom Report Builder, Headcount Planning, Skill Analytics and Performance Insights are in the Growth plan. On Keka’s US price list, People Analytics is in the Growth plan block. Dashboards and Analytics are in the Foundation plan. So get the plan for your own region in writing, with each feature you need named.

You pay per employee, but the prepaid balance is used up by live users each calendar month. A user counts as live after at least one day of activity in that month. So ask how that count changes your bill. Under the US terms, extra charges apply for purchases or usage above what you bought.

Two extras can add cost or work. The Keka API is an add-on that needs a subscription. Your own technical team must build the link. Keka limits the API to 50 requests a minute, which caps how fast your systems can pull data. The Claude connector is included in all plans right now. Connecting follows once the connector is available in the Claude directory.

Now the US contract. Beyond ending it for cause, the subscription term is non-cancellable and non-refundable, whether or not you use the platform. You stay liable for all fees for the whole term. All remaining fees fall due as one lump sum when you issue a notice that claims to end the contract. When termination is for cause, Keka refunds prepaid fees pro rata for the remaining term.

The agreement renews automatically for terms equal to the first term. So the planned way out is written notice at least thirty days before the term ends. Recurring fees may rise at renewal, to be discussed and agreed. A downgrade in scope may be re-priced at renewal. Late payments carry interest at 1% a month, or the highest rate the law permits, whichever is lower. Each side’s liability is capped. The cap is the amounts paid in the last twelve months or during the term, whichever period is lower. The US terms follow Texas law, and the courts in Texas have exclusive jurisdiction. The default non-US terms follow Indian law, with the courts in Hyderabad.

Keka offers three support plans. Its Standard Support plan commits to 99.8% uptime a month, with stated exclusions. Keka’s US security page puts availability consistently above 99.9%. The first is a commitment in a support plan. The second is availability in general. Ask which figure goes into your contract.

Recovery targets also depend on region. In the US, Keka’s target is to lose no more than 5 seconds of data. It aims to recover in 1 hour within the same geography. It offers 45 days of point-in-time restoration. Outside the US, Keka aims to lose no more than 12 hours of data. It aims to recover in 1 hour 35 minutes. It offers 35 days of restoration.

When the contract ends, you get limited platform access for up to thirty days. It costs nothing extra and exists only to retrieve your data. After that, Keka may delete your data and may keep backup copies until they are scheduled for deletion. Under the data protection agreement, an automatic deletion process starts after the thirty days, subject to backups and legal retention. Backup files are kept for not less than ninety days. Anonymised, de-identified or aggregated data is not subject to return or deletion. You can ask in writing for earlier removal. Under the US terms you keep ownership of your data. Keka processes it only as necessary to provide the services.

Nine questions to put to Keka before you sign

1. Which Keka AI features are live for our account today, and which are still coming soon? Good answer: A written list of what is live now, with nothing we pay for marked coming soon.
2. Which plan holds each analytics feature we need, on the price list for our region? Good answer: A plan-by-feature list that matches the price list for our region.
3. What is our price per employee, and how do the live-user rules change the monthly bill? Good answer: A per-employee price in the order form, with a worked example of a month.
4. Can the first term be shorter, or can we end early without paying every remaining fee at once? Good answer: A shorter first term or an early-exit right, written into the order form.
5. Which uptime figure and which recovery targets does our own contract promise? Good answer: One uptime figure and the recovery numbers for our region, in the contract.
6. How much notice do we get before you add or replace another company that handles our data? Good answer: Written notice of every change, with a stated period before it takes effect.
7. Which AI assistants can connect to Keka today, and can we use the Claude connector now? Good answer: A written list of the assistants supported now, and the date the connector is available to us.
8. Which attrition storyboard cuts can we change ourselves, and which can we not? Good answer: A named list of what we can change and what we cannot.
9. What leaves with us when the contract ends, in what format and by what date? Good answer: A full export of our records in a stated format, with a deadline beyond the thirty days.

Alternatives to Keka

Other HR systems with analytics built in include Darwinbox, Zoho, Personio and BambooHR. So do ADP, Dayforce, Workday and Rippling. Visier and One Model sell analytics as a separate product. Buying nothing new is a further option.

Among the HR systems, Darwinbox unifies data across Core HR, payroll, time and talent. It offers predictive analytics, with AI for attrition prediction. Zoho People gathers the reports for every HR process in one space. It has a written uptime promise of 99.9%. Keka’s Standard Support commitment is 99.8%. Personio lets users ask its Assistant questions from headcount to turnover trends. It suits companies with 10 to 5,000 employees. BambooHR sells its custom dashboards only inside the Elite package, not as an add-on. Check which plan holds the dashboards you need, as you would with Keka.

Visier and One Model are built around joining data from several systems. Visier maps the systems a customer runs into one workforce model. One Model connects headcount data from Workday or SAP SuccessFactors. It also connects labour costs from finance systems and recruiting data from Greenhouse or iCIMS. They suit a company that wants one view across more than one system.

Buying nothing new is the last option. You may need only a few headcount and attrition figures each quarter. An export from your current HR system and your own spreadsheet may then be enough. Check what that system already includes before you pay for another tool. Our people analytics guide covers how the whole market splits.