If your organization is looking for a Workday health and safety system, Sodales now enables all Workday Human Capital Management (HCM) users to manage health, safety, employee relations, and labor relations compliance in one unified platform.
Sodales recently earned the Workday “Design Approved Integration” badge, ensuring seamless integration and compliance management within the Workday ecosystem. With a strong pipeline of Workday customers and several Workday HCM users, we’re seeing a clear trend: fragmented information has become a major challenge and one of the main reasons these organizations come to Sodales. Workday HCM customers need an integrated system to manage health and safety properly.
Health and safety compliances are generally managed by fragmented processes and legacy systems that lead to issues HR managers deal with, such as:
- Unverified records, leading to legal exposure after audits.
- Inconsistent investigations result due to separate information.
- Inability to link safety data coming from Workday or other HR Core systems.
- Gaps in data, weak processes, and limited visibility around workplace‑violence prevention.
- Expensive fines for missing regulatory deadlines regarding OSHA’s and FMLA’s standards or regulations.
- Fragmented processes of disability, safety, incident, return to work (RTW), and return to office (RTO) mandates.
These problems not only increase HR managers’ burden but also reduce productivity and expose companies to legal and risk exposure in highly regulated sectors like banking, manufacturing, energy, healthcare, public sector, and transportation.
Hidden costs of not using an integrated health & safety software
When companies don’t use health and safety system to manage all related compliances, but rather with fragmented processes for incident and disability, safety, return to work (RTW) and return to office (RTO) mandates, job accommodations, OHS medical testing, EAP cases, site inspections, workplace violence prevention, etc., data generally resides in separate systems, adding not only hours of work, but hidden costs, such as:
- Increased administrative expenses: The National Safety Council estimated the work injury cost to be US$59.5B for the added administrative expenses when dealing with safety incidents during 2023.
- No room for strategy: SHRM, 2025 State of the Workplace reports that HR professionals spend an average of 57% of their work time on administrative and compliance tasks, rather than on strategic tasks.
- Duplicate efforts and administrative burden: HR leaders are burdened to gather all data and the duplicated work they do to follow OSHA, CCOHS, WSIB, or the Canada Labour Code standards, with information coming from different systems or channels, including paper, audio, documents, spreadsheets, etc.
- Massive days lost: In the U.S., the National Safety Council reports 70M days lost during 2023, coming from 2.6 million nonfatal workplace injuries and illnesses and 946,500 cases with days away from work. In Canada, WSIB reports 44,846 total claims and 16,788 lost-time cases only during the second quarter of 2025.
Overcoming compliance challenges with Sodales
When companies are dealing with a workplace incident, for example, they rarely deal only with one compliance, such as incident reporting, but rather with challenges across all health and safety compliances, such as disability claims and RTW & RTO programs, EAP cases, site inspections, workplace violence prevention plans, and OHS medical testing, among others.
These are some of the most common challenges HR managers deal with when managing health and safety:
Disability Claims and Grievances
When a workplace injury or incident takes place, it generally leads to processes related to workers’ compensation and disability claims. But it rarely ends there. It can evolve into an STD case if the recovery time extends beyond one or two weeks. However, in some cases, when chronic pain develops, for example, the case may become an LTD, triggering different requirements.
When HR leaders manage these processes without a unified system that enables visibility of the whole process, it’s very easy for an STD to become a grievance preventive program for delays in claim processing, gaps in medical documentation, safety measure violations, or OSHA, ADA, or FMLA violations.
To reduce escalation risk and improve compliance, Sodales AI helps to proactively manage disability claims and grievances by cutting delays, closing documentation gaps, and helping the HR team to prevent STD cases from becoming LTD or grievance exposure through:
- AI Generated Incident Case Summary: one‑click, audit‑ready snapshots of the who, what, when, where, and why.
- AI-enabled investigation summary: Generative AI analyzes historical data, your organizational workflows and the details of each case to produce a clear summary that highlights key investigation findings and potential root causes.
Return to Work and Return to Office Programs Challenges
While a structured Return-to-Work (RTW) or Return to Office (RTO) program is a highly effective tool for preventing re-injury and reducing costs, not all organizations have formal RTW/RTO strategies when needed.
These RTW/RTO programs could require modified duties that support medical restrictions, such as heavy lifting or standing for long periods, for example, religious or ergonomic adaptations, like a special desk or uniform adaptation, or specific telework requests.
For medical RTW programs, HR leaders and supervisors need to consider the gradual reintegration phase by increasing hours or responsibilities over time and the support of cross-functional collaboration among HR teams, safety teams, supervisors, and union representatives when the workers are unionized, among other stakeholders.
These conditions make the management of RTW and RTO processes a challenge with fragmented tools and a lack of functionalities for privacy data and restrictions on sensitive information, missing key data among lagging indicators.
To make RTW/RTO faster and more defensible, Sodales uses AI with:
- Sodales’ AI Accommodation & RTW Program Generator, a custom AI agent capable of analyzing the full case file, extracting key restrictions, understanding key data, generating a fully customized Accommodation Plan or RTW Program, using historical accommodation data, and drafting the full template and plan after case managers’ input.
- Employee Journey Synopsys gives HR a consolidated history of prior accommodations per employee with real‑time status for informed RTW decisions.
- AI‑driven recommendations to suggest appropriate job‑accommodation options based on precedent and case context.
- AI CBA Lookup to provide transparency and fairness in correctly applying policies to minimize misinterpretation and accelerate the process.
Growing a preventive culture
Workplace‑prevention programs, including violence‑prevention initiatives and Employee Assistance Program (EAP) cases, play a critical role in identifying risks before they escalate. However, many organizations manage these functions in silos, which creates limited visibility and does not support an integrated workflow.
Organizations that implement workplace-violence programs without standardized processes, reliable data that allows the early detection of risks, and cross-functional visibility and collaboration, lead to repetitive incidents, escalations into formal grievances or legal claims, union disputes, and an overall reactive culture, rather than a proactive approach to health and safety.
Sodales AI enhances the preventive culture by:
- AI‑streamlined case intake & investigation with guided questions to report issues in minutes, and with automatic notifications launched by the system to inform the right stakeholders and officially start the process.
Connecting all health and safety compliances
The reality is that health and Safety is too complex to manage with fragmented tools that don’t provide enough data visibility to improve health and safety management, leading HR managers and safety officers to miss critical leading and lagging compliances across health, safety, employee relations, and labor relations to avoid safety incidents from occurring and repeating.
Some of the leading compliances that HR leaders overlook due to fragmented processes/systems can be, but are not limited to:
- Near-misses
- Employee grievances
- Employee complaints
- Workplace incidents
- Unplanned absences patterns
- Audits and safety inspections
- Inspection findings of unsafe conditions
- Number of employees trained
- Negative survey results
- Risk observations
- Hazard identification
- Etc.
These are the overlooked compliances that led to safety incidents occurring.
What can avoid the repetition of these incidents is the identification of lagging compliances. These are the aftermath after an incident occurred, and give enough data to prevent future safety incidents, such as:
- Job accommodations
- Disability claims
- Arbitration cases
- Workplace incidents
- Inspections
- Grievances and complaints
- Workplace safety violations
- Etc.
Fragmented systems cannot connect the dots among these compliances, leaving HR managers to figure things out by themselves. It shouldn’t be like this. All compliance complexity needs to be part of the health and safety system, embedded in the workflows and capabilities from the incident log to the resolution of the case. Workday health and safety is covered with Sodales.
Sodales: health and safety system for Workday HCM users
Workday is powerful for core HR, Sodales unifies all health and safety compliances in one system, while fulfilling these mandates:
- Regulatory reporting aligned with U.S. and Canadian jurisdictions.
- Union grievance tracking is tied to Collective Bargaining Agreements (CBAs).
- Incident logging with root cause analysis, five whys analysis, and more during the investigation.
- Purpose-built for highly regulated and high-risk environments, based on industry-specific best practices.
- Automated workflows with notifications to different stakeholders along the lifecycle of handling an incident or illness.
- Aligned with a preventive safety culture and compliant with regulatory requirements set by authorities such as OSHA in the U. S., the Canadian Centre for Occupational Health and Safety (CCOHS) in Canada, and more.
Sodales integrates natively with Workday HCM, maintaining data integrity. It meets Workday’s highest standards for user experience, scalability, and security.
Sodales is the only system in the Workday ecosystem that unifies all health & safety, employee relations and labor relations compliances, such as safety incidents, disability management, job accommodations, EAP cases, OHS medical testing, job risk analysis, site inspections, workplace violence prevention, employee relations complaints, disciplinary actions, grievances, and union job bidding all within a single integrated comprehensive view under a common data foundation.
Through Sodales, Workday HCM users can now:
- Track absence durations, modified duty schedules, and part-time work arrangements linked to Workday’s Time Tracking modules. Log and monitor hazards, track recurrence patterns, and implement early interventions.
- Manage a wide range of job accommodation requests across the employee lifecycle and get real-time, audit-ready incident summaries through AI-generated case summaries.
- Identify incident causes with AI-driven investigation recommendations and make smarter accommodation decisions with AI-enabled recommendations.
- Track individual, group, and policy grievances, managing unique grievance rules tied to multiple union collective bargaining agreements with precision.
- Centralize, capture, and manage a wide range of complaint types within Workday HCM, classifying complaints and escalating them to the right stakeholders based on organizational data.
- Manage union job postings aligned with Workday HCM job requisitions, enabling employees to apply, withdraw, accept, or decline job bids seamlessly integrated into the employee record maintained in Workday.
All these features empower organizations to reduce workers’ compensation costs and avoid escalations, enhance relations with employees and unions while improving yield on labor, reduce legal risks, and identify risk patterns, unsafe behaviors, and injury trends to improve decision making.
For all Workday HCM users who are looking to enhance health and safety, employee relations, and labor relations management, Sodales is the only platform in the Workday ecosystem that unifies all these compliances to establish a safer, more compliant, and productive workforce.
Book a demo to learn how Sodales can transform your health and safety, employee relations, and labor relations compliances through a single, integrated, AI-enabled data model.
