Missed FMLA / ADA deadlines
One documented missed timeline can expose your business to a legal claim averaging $65,000–$180,000 in settlement and attorney fees.
Keep deadlines, owner, next action, and proof in one case record.
Built for U.S. small businesses
One workspace for HR cases, deadlines, documents, and audit-ready history.
AI SoloHR helps U.S. employers collect employee details, control sensitive access, track compliance deadlines, and prove what happened when an HR case needs review.
For U.S. employersFMLA and ADA workflowsBenefits and employee relations
Start free trial No credit card required - 14-day trial
See how it worksU.S. HR Command Center
Why buy now
HR risk gets expensive when it stays invisible.
AI SoloHR is for the moment when spreadsheets, inboxes, and memory are no longer enough to manage leave, accommodation, employee relations, and audit-sensitive follow-up.
Scattered medical and employee details
A single ADA confidentiality violation can trigger EEOC investigations with settlements starting at $25,000 — plus months of legal distraction.
Use role-aware access, sensitive-file reasons, and secure intake links.
No defensible chronology
Without a documented record, 'he said / she said' situations routinely result in $50,000–$120,000 settlements because the employer cannot disprove the claim.
Maintain audit-ready timelines, risk reviews, and export snapshots.
$85K+
avg. FMLA lawsuit cost
that a defensible case record helps you avoid*
80%
less reconstruction time
vs. rebuilding case history from inboxes*
3 hrs → 15 min
audit prep time
with a one-click audit readiness snapshot*
14 days
free trial
test a real workflow before buying
*$85K+ based on Jeff Nowak FMLA Insights federal settlement data. 80% and audit prep time based on structured vs. ad hoc workflow analysis.
What breaks first
Solo HR work gets risky when the system is your memory.
Spreadsheets, sticky notes, and inbox folders are silent saboteurs. AI SoloHR turns scattered follow-ups, federal leave deadlines, ADA documentation, and state-sensitive HR obligations into a visible, repeatable workflow for U.S. employers.
Tracking FMLA deadlines in a spreadsheet that is always out of date
Rewriting the same manager update email every time a case shifts
Forgetting to follow up on an ADA accommodation request until it becomes a bigger risk
Losing track of which benefits renewal documents have arrived from the broker
Not having a paper trail when an employee relations issue escalates
Chasing interview no-shows with no repeatable history or manager summary
Career Elevation
From Case Handler to Compliance Strategist
What changes when HR work is organized, defensible, and visible to leadership.
You stop being reactive
Before
Rebuilding case histories from inboxes when things go wrong.
After
Every case has a live, timestamped record. You answer escalations in minutes.
You protect the company
Before
Guessing whether FMLA tracking is accurate enough to withstand a lawsuit.
After
Walk into any legal review with a complete, encrypted, audit-ready timeline.
Leadership sees your value
Before
HR is invisible until something breaks or litigation is threatened.
After
Generate a one-page case summary in 2 minutes. Executives see your strategic management.
How it works
Three steps from scattered work to a clean, defensible audit trail.
01
Create a case
Open a new HR case in under two minutes. Choose FMLA, ADA accommodation, interview, benefits renewal, employee relations, or another workflow type.
02
Track and document
Log status changes, notes, uploads, and follow-ups in one place so your U.S. HR workflow no longer depends on memory.
03
Generate drafts and close
Use AI to draft employee emails, manager summaries, and leadership briefs from the case facts. Review, edit, send, and close with a resolution note.
Supported workflows
Built around the HR work that keeps small teams overloaded
AI SoloHR is not positioned as a payroll product or a full HRIS replacement. It is built for the workflow layer around sensitive HR work where cases, deadlines, documents, next actions, and reviewed communication should stay connected.
FMLA and leave tracking
Track request timing, follow-up dates, certification status, and return-to-work steps inside one case record instead of rebuilding the story from spreadsheets and inbox threads.
ADA accommodation workflow
Keep request details, interactive-process notes, supporting files, and next actions visible without presenting the system as a legal decision-maker.
Employee relations and documentation
Organize notes, manager communication, task ownership, and case history so sensitive issues stay easier to explain later.
Benefits renewals and other recurring HR work
Use the same case-based structure for broker follow-up, document arrival, leadership review, and repeatable administrative workflows that still carry real risk when they drift.
Spreadsheet vs SaaS
Built specifically for complex HR workflows, not static rows.
A spreadsheet records dates. AI SoloHR links case details, employment records, timelines, federal and state-sensitive deadlines, and draft actions in one workspace built for U.S. small-business HR.
| Capability | AI SoloHR | Spreadsheet | Generic tool |
|---|---|---|---|
| Structured HR case tracking | |||
| Auto-generated task checklists | |||
| Case timeline and audit log | |||
| AI draft generation | |||
| FMLA / ADA workflow support | |||
| Private document storage | |||
| Deadline tracking and visibility | |||
| Built for U.S. HR teams of one |
Week to week
How lean HR teams usually use AI SoloHR in practice
The product works best when it becomes the operating layer for active HR work, not just a place to park finished records. That means opening cases early, keeping the workflow current, and using reviewed drafts to move communication forward with better context.
Open the case when the issue starts
Instead of waiting until the workflow gets messy, HR can open a case at the first real trigger so dates, notes, and next actions start in one place.
Keep the trail current as the work moves
The value comes from logging updates, attaching documents, and keeping follow-up visible while the case is active rather than reconstructing it later.
Use drafts to reduce blank-page work
AI drafts help teams move faster on employee, manager, broker, and leadership communication, but they stay inside a reviewed workflow rather than becoming automatic decisions.
Product boundary
Clear scope is part of the value
Small HR teams usually do not need another vague platform. They need a tool that is explicit about what it helps with and what still belongs to people, policy, and outside expertise.
What AI SoloHR is
A case-based workflow system for U.S. small-business HR teams that need clearer next actions, better documentation, and a more defensible timeline.
What AI SoloHR is not
Not a payroll platform, not a full HRIS replacement, and not an autonomous compliance engine making legal or medical judgments on your behalf.
Collect, control, prove
The commercial value is not another AI text box. It is a safer case workflow.
HR Ops Team is the recommended plan for shared HR operations: portal requests, RBAC, case access grants, calendar sync, and audit snapshots.
Collect
Send secure intake links so employees can submit FMLA, ADA, or employee-relations details without scattered email threads.
Control
Use roles, case-level access grants, sensitive-file reason prompts, and support-access controls to limit who sees what.
Prove
Create audit readiness snapshots with timeline, documents, audit log references, and a report hash when the case needs review.
Trust boundaries
Built to support sensitive HR work without pretending to replace judgment.
AI SoloHR should make HR work easier to track, explain, and review. It is intentionally framed as a workflow and documentation system, not a legal advisor, medical reviewer, or automated HR decision maker.
Compliance disclaimer
AI SoloHR provides operational workflow support and educational context only. It does not provide legal advice or guarantee compliance with federal, state, or local employment laws.
Read full disclaimerSensitive document access is controlled
Case documents are kept private, served through controlled access paths, and sensitive downloads can require a documented HR business reason.
Visibility follows the role and case
Workspace roles, case-level access grants, and manager visibility boundaries reduce broad exposure of employee records.
Important actions leave a record
Case updates, access changes, document activity, exports, and workflow changes are designed to leave an audit trail.
What still belongs to HR
- AI SoloHR supports HR workflow, documentation, reminders, and reviewed drafting.
- It does not provide legal advice, medical judgment, or automatic eligibility determinations.
- High-risk FMLA, ADA, retaliation, termination, or state-law questions should still be reviewed by qualified professionals.
Secure Stack
Solid architectural integrations, built directly into the core.
We selected the tools that matter for sensitive U.S. HR workflows: private file storage, reviewed email delivery, secure billing, and AI draft generation.
Fast
TLS Encrypted
Audit Ready
Google Calendar
Sync interview events and follow-up deadlines
Stripe
Secure subscription billing for U.S. small-business teams
Cloudflare R2
Private document storage for sensitive employment records
Brevo
Transactional email delivery for reviewed HR communications
Google Gemini AI
Draft generation for HR communications and summaries
Sentry
Operational monitoring and reliability analytics
Robust Suite
A calm operating system for high-pressure HR work.
This is not a payroll tool and not a generic HRIS. Every detail in AI SoloHR is shaped by recurring U.S. employer challenges that still slip through inboxes, spreadsheets, and memory.
Case command center
Track cases, next actions, deadlines, documents, and status in one operational view instead of rebuilding the story from inboxes.
AI Drafts
Generate employee emails, manager summaries, and leadership briefs from verified case facts. Every draft stays under human review before use.
Case Management
Track FMLA, ADA accommodations, interview no-shows, benefits renewals, and employee relations from intake to resolution.
Audit-ready history
Every action, draft, upload, access change, and export can become part of a reviewable timeline for internal HR accountability.
Deadline Tracking
Never miss a certification deadline, follow-up date, or renewal window. Every due date stays visible the moment it is attached to a case.
Team Collaboration
Invite managers and executive viewers with role-based access to the cases they need without exposing unnecessary details.
Founding Advisors
Proven results from U.S. HR professionals
Read how our Founding Design Partners transformed their compliance processes and elevated their internal authority.
SJ
Sarah Jenkins
HR Director • Apex Logistics (68 Employees)
Situation
"Spreadsheets caused missed FMLA certification timelines, exposing us to massive legal risk."
Result
We migrated 100% of our FMLA cases to AI SoloHR. Zero missed deadlines, and notice generation cut admin time by 80%.
Career Elevation
I walk into board meetings with complete, audit-ready case files. Leadership finally respects HR as a strategic risk advisor.
ER
Elena Rostova
Director of HR • CareFirst Healthcare (120 Employees)
Situation
"ADA interactive process documentation was scattered in email threads, violating basic HIPAA segregation standards."
Result
AI SoloHR's isolated secure vaults kept sensitive restriction files strictly segregated. We logged every milestone for a defensible EEOC trail.
Career Elevation
I proved our compliance diligence to carriers during renewal reviews, preventing premium penalty hikes.
MV
Marcus Vance
VP of People • Greenfield Care (110 Employees)
Situation
"A disorganized warning timeline left us open to potential wrongful termination claims."
Result
We implemented chronological case logs for employee relations. Every warning, note, and file is locked against retroactive edits.
Career Elevation
Our Glassdoor rating rose from 3.1 to 4.2 as processes became transparent. Hiring is much easier now.
Operational Structure
Workflows by Risk Level
Organize your leave requests, accommodations, and disputes by documentation risk level.
Low Risk
Low-Risk Follow-Up Work
U.S. small businesses face unique compliance pressures when operating with lean HR resources. Establishing clear boundaries around low-risk follow-up work prevents manual tracking gaps and reduces operational stress.
Follow-up Tasks2/3 Done
Send welcome pack template
Confirm handbook receipt
Remind manager of 30-day review
- Examples Already Supported Today
- What Still Needs Human Judgment
Mid Risk
Mid-Risk Documentation Work
Documentation is your first line of defense. Mid-risk documentation tasks protect employee history, build a clear factual paper trail, and reduce the stress of carrying vital HR compliance details in memory.
Document VaultNeeds Review
Performance_Plan_V2.pdf
1.2 MB Saved by HRApprove Draft
- Verifiable handbook acknowledgements
- Systematic performance tracking files
High Risk
High-Risk Case Defense
Litigation risks escalate rapidly when employee conflicts lack chronological logs. AI SoloHR locks in check-in logs, secure statements, and files so your decisions are legally defensible.
Audit-Ready Timeline Encrypted SHA
May 25, 08:30 AM
Intake interview statement locked
May 25, 10:15 AM
Witness document attached
- Secure lockbox for witness reports
- Audit export & historical change log
Lifecycle Tracking
What a Live HR Case Includes
See how a single case record anchors tasks, secure document uploads, and unalterable timeline stamps.
01
What Gets Captured on Day One
Good documentation starts immediately. SoloHR captures initial intake, dates, employees involved, and next tasks from the very first trigger.
Intake Form
ADA Accommodations Process
David Miller (Operations)
02
What Gets Added as the Case Moves
As the interactive process progresses, update timeline logs, upload physician recommendations, and schedule structured follow-up check-ins.
Active Case HistoryIn Progress
HR Generalist note added
"Met with supervisor to review accommodation checklist..."
03
What a Reviewer Can See at the End
Verify resolutions with structured, export-ready audit reports. Provide executive leadership with a factual, defensible chronology of all actions.
Case Audit ReviewCompleted
Export Audit Report (PDF)
Cryptographically stamped for compliance verification.
Practical Use Cases
Real Examples for Lean HR Teams
Review standard operational templates and real-world timelines designed for lean small-business administrators.
Leave and Accommodation Work
ADA accommodation requests must be logged chronologically to maintain a verifiable record of compliance. Log each conversation, option considered, and doctor guideline inside the case file.
ADA Interactive ProcessApproved
Leave Period:
FMLA blockMay 10 – Jun 15
Medical restriction checklist attached.
Employee Relations & Documentation
Record objective conversation check-ins, witness statements, and final actions in one central location to ensure employee relations disputes have a clear, sequential history.
Dispute Investigation LogArchived
Manager statement"Shared shifter options with team member on May 12..."
Employee feedback"Confirmed shift changes were clear and documented..."
Recurring Admin Work Tracking
Open structured case files for recurring, compliance-sensitive tasks like handbook changes and Benefits renewals. Don't let compliance details get buried under endless spreadsheet tracking.
Audit StatusOn Track
Handbook Acknowledgements93%
Form I-9 Internal Audit80%
Flexible Pricing
Pricing Plans for U.S. Small Businesses
All plans start with a 14-day free trial. No credit card required. Cancel or change plans anytime.
Free Trial
$0
14-day trial
Test real U.S. HR workflows with 14-day free access.
- 14-day full platform access
- Up to 3 active cases
- All 7 U.S. HR case types unlocked
- No credit card required
No credit card required
Starter
$79/month
Billed monthly
For U.S. small businesses getting HR work out of spreadsheets.
- Up to 5 active cases
- Basic task tracking
- 10 reviewed AI drafts / mo
- Document storage (1 GB)
Solo HR
$199/month
Billed monthly
The default plan for one-person U.S. HR teams.
- Up to 50 active cases
- All 7 U.S. HR case types
- 30 reviewed AI drafts / mo
- Full timeline and audit history
Recommended
HR Ops Team
$399/month
Billed monthly
For U.S. HR teams that need shared visibility and stronger controls.
- Up to 150 active cases
- Up to 5 workspace seats
- 100 reviewed AI drafts / mo
- Audit readiness snapshots
Compliance Plus
$799/month
Billed monthly
For higher-risk U.S. employers needing deeper workflows and controls.
- 500 reviewed AI drafts / mo
- Unlimited audit snapshots
- Multi-entity workspace collaboration
- Document storage (200 GB)
Start with one active case.
Feel the difference by tomorrow.
14-day free trial. Setup takes under 2 minutes. Built for U.S. employers with lean HR teams.