HRTech Interview with Chris Murphy, CEO at AbsenceSoft

Distributed teams often face challenges when it comes to leave management due to different state and regional laws; Chris Murphy, CEO at AbsenceSoft weighs in with thoughts on how automated leave management processes are now the need of the hour:
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Hi Chris, as the new CEO of AbsenceSoft, what are you most looking forward to?

What drew me to AbsenceSoft was the combination of a genuinely differentiated product, a deeply talented team, and a market that’s still in the early innings of transformation. The scale of impact here is hard to overstate. Virtually every working American will navigate a leave of absence or workplace accommodation at some point in their career. That’s not a niche problem. That’s a universal one.

And the opportunity to scale a business built around that problem is exactly what energizes me. AbsenceSoft has the conviction, the domain expertise, and the foundation to become the defining platform in this space. My focus now is on channeling that deliberately, sharpening our execution, building the systems and structure that get us to the next level, and moving with the urgency this market moment demands.

What trends within the HRTech landscape are you most excited about?

The most meaningful shift I’m watching is the elevation of leave and accommodations from a compliance obligation to a genuine business priority. For years, these processes were buried in spreadsheets and managed reactively. Now, HR leaders are recognizing that how you support employees during life’s most critical moments, whether it’s a medical event, a new child, or a mental health challenge, directly shapes your culture, your retention, and your reputation as an employer.

I’m also watching the convergence of leave of absence and accommodations management with real interest. These two processes have historically been managed separately, but the data tells us they’re deeply connected. When an employee returns from leave for a physical injury, they often need ongoing accommodations to stay productive. Organizations that manage these together will have a clearer picture of employee needs and a more consistent, compliant process.

And underneath all of this is a broader shift toward data-driven HR. Leaders no longer want to just manage cases. They want to understand patterns, identify cost drivers, and benchmark their programs. That’s what transforms HR from an administrative cost center into a strategic asset.

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When it comes to AI and its impact on HRTech and overall HR teams: what top changes will move the market in 2026?

AI is going to reshape HR operations significantly, but the winners in this space will be the companies and platforms that deploy it thoughtfully, not just with speed.

The highest-value near-term impact is in automating the administrative layer: generating documents, tracking deadlines, sending routine communications, or pulling reports. When that work is automated intelligently, HR professionals can redirect their energy toward what they do best: supporting employees with empathy and good judgment.

I do think there needs to be some caution when using AI for in the compliance-sensitive decisions. We’re already seeing HR teams turn to tools like ChatGPT to look up leave laws, determine eligibility, and even make decisions about whether to approve or deny a request. The risk there is real. These general-purpose tools weren’t built with specific compliance frameworks in mind. They don’t have audit trails, they can produce inaccurate information, and they don’t account for the nuances of overlapping federal, state, and company policies.

The market will move toward purpose-built AI. Tools with compliance guardrails, human oversight built into the workflow, and full auditability. That’s the standard we’re building toward, and I think it will become the expectation across the industry.

With automated leave management systems picking up pace: what pointers would you share with brands that have largely distributed teams; how can they create better leave and absence workflows for all sub units of different locations with automation?

Managing leave across a distributed workforce is one of the biggest challenges HR teams face today, especially as state leave laws continue to expand. Every new law adds another layer of complexity, and when your employees are spread across dozens of states, staying compliant with every jurisdiction can feel overwhelming.

Here are some recommendations:

First, centralize your processes. One of the most common mistakes organizations make is letting each location or business unit manage leave independently. That leads to inconsistency, which creates both compliance risk and a poor employee experience. Your employees should have the same quality of support whether they’re in California, Texas, or New York.

Second, invest in policy libraries that update automatically. The state leave law landscape changes constantly. If your team is manually tracking those changes, they’re going to fall behind. You need a system that stays current so your team can focus on the people, not the paperwork.

Third, make the process accessible from anywhere. Employees on leave shouldn’t have to call an office or track down a specific person. A self-service experience where employees can submit requests, upload documents, and check their status from any device makes the process easier for everyone.

And fourth, think about communication. A distributed workforce means managers may not know how to handle a leave request when it comes to them. Build in automated workflows that guide managers through what to do and what not to do, so nothing falls through the cracks.

Five thoughts on the top trends that will define the HRTech market in years to come?

Data will drive strategic HR decisions. HR leaders are demanding better visibility into their programs. They want to know where the bottlenecks are, what’s driving cost, and how their outcomes compare. The HRTech companies that deliver actionable analytics, not just dashboards, will lead the market.

AI will reshape HR operations, but human oversight will remain key. The most effective use of AI in HR will be in automating administrative work and surfacing insights, not in making decisions about people’s rights and benefits. Organizations that get this balance right will see both efficiency gains and stronger compliance.

Employee experience during life transitions will become a true differentiator for employers. We know that a poor leave experience can push employees to leave a company altogether. As the competition for talent continues, how a company supports someone through a health crisis, the birth of a child, or a family caregiving situation will increasingly define its employer brand.

The compliance landscape will keep outpacing manual management. State leave laws are expanding rapidly, and we’re seeing growing regulatory attention on how AI is used in employment decisions. HR technology platforms that can keep pace with regulatory change, without putting the burden on HR teams to manually track every update, will become essential.

Leave and accommodations will be managed as one integrated process. Right now, most organizations treat these separately, but they overlap constantly. An employee recovering from an injury often needs accommodations when they return. Organizations that connect these processes will reduce risk and support employees more effectively.

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