This page summarizes the practical data boundaries buyers usually ask about before using AI SoloHR for FMLA, ADA, employee relations, benefits renewal, and other sensitive U.S. HR workflows.
AI SoloHR is designed for HR workflow records such as cases, tasks, documents, timelines, employee intake, reviewed drafts, and operational notes. It is not designed to replace a payroll system, benefits administration platform, or legal matter management system.
Work is organized inside organization-scoped workspaces. Access should be limited to people who need the case, document, or task context for their HR role. Sensitive file access should remain intentional and tied to a business reason.
Customers remain responsible for choosing retention rules that match their own policies and legal obligations. AI SoloHR provides workflow structure and export paths, while administrators can use the data request process for access, correction, export, and deletion help.
AI-generated content is draft support for human review. HR remains responsible for editing, approving, sending, and documenting final communications and employment decisions.
Security concerns can be routed through the contact page. AI SoloHR also publishes a standard security.txt file so researchers and reviewers can find the correct starting point.
AI SoloHR does not provide legal advice, medical judgment, automatic eligibility decisions, or guaranteed compliance outcomes. High-risk cases should be reviewed with qualified advisors.