FAQ
Straight answers about what InfraNet is, how it works, and how compliance operations actually function — with links to go deeper on anything.
InfraNet HR is a compliance operations platform. It connects the workforce events most employers manage in separate systems — workplace injuries, workers' compensation claims, OSHA recordkeeping, FMLA and ADA leave, employee relations cases, and investigations — into one connected system, so deadlines, handoffs, and documentation stop falling through the cracks. Every module shares data: a workers' comp claim connects to the leave request it triggered and the OSHA log entry it requires. Every action is documented automatically, so your organization always has a defensible record. Learn more on the Platform overview.
No. An HRIS is your system of record for employee data — payroll, benefits enrollment, org charts. InfraNet is the operational layer that sits alongside it, managing what happens after the hire: injuries, claims, leave, accommodations, investigations, and the compliance obligations they create. Most InfraNet customers keep their existing HRIS and payroll systems exactly as they are. InfraNet fills the gap those systems were never designed to cover. See Why InfraNet exists.
HR, safety, and operations teams in industries where workforce events are frequent, high-stakes, and heavily regulated — and especially the small teams (sometimes one person) responsible for compliance across all of it. InfraNet was built by an HR practitioner who managed workers' comp claims, FMLA paperwork, OSHA logs, and employee relations cases across disconnected systems, and built the tool she needed.
Manufacturing, healthcare, construction, logistics, and food production — industries where injuries, claims, and regulatory obligations are operational reality rather than occasional events. If your organization files OSHA logs, manages workers' compensation claims, and administers FMLA leave, InfraNet was built for your workload.
Organizations large enough to carry real compliance obligations but rarely staffed with a full compliance department — typically mid-sized employers, multi-site operations, and organizations where one HR professional covers workers' comp, safety, leave, and employee relations simultaneously. InfraNet also supports multi-organization management for companies overseeing multiple subsidiaries, locations, or client organizations.
No — and it isn't trying to. InfraNet exists because HR professionals spend too much of their day feeding disconnected systems instead of working with people. The platform handles the tracking, deadlines, documentation, and visibility so the humans can do the judgment work: the conversations, the decisions, the relationships. People own every decision inside InfraNet; the platform makes sure nothing gets lost around those decisions.
Traditional case management tracks individual cases in isolation — a claim here, a complaint there. InfraNet treats workforce events as connected: the near-miss that becomes an injury, the injury that becomes a claim, the claim that triggers leave, the leave that requires accommodation. Because every module shares data, patterns become visible across cases — the recurring hazard, the repeat claim, the equipment that keeps failing. Read the Machine #90 story for the real-world event that shaped this design, or compare approaches on Case Management.
Workplace injuries and incidents (including near-misses), workers' compensation claims, OSHA recordkeeping, FMLA, ADA, and PWFA leave and accommodations, employee relations cases, workplace investigations, unemployment claims and hearings, and DOT compliance workflows — all in one system, all connected.
In most organizations, the same injury lives twice: once as a workers' comp claim and once as an OSHA recordable — in two systems, maintained by two people, drifting out of sync. In InfraNet, one incident record feeds both. When an injury is reported, the platform captures the structured intake once, then drives the workers' comp claim workflow (carrier communication, medical tracking, return-to-work) and the OSHA obligations (300 log entry, 301-style report, recordability analysis, reporting deadlines) from the same connected case. When the case changes — days away, restricted duty, outcome — both records stay current. See Workers' Compensation and OSHA Compliance.
Yes. InfraNet tracks FMLA administration end to end — eligibility, certifications, designation notices, deadlines, leave monitoring, and return-to-work — and manages ADA and PWFA accommodations with documented interactive process workflows. InfraNet also helps HR and employees populate the required paperwork itself: when an employee submits a leave request, the platform helps generate the forms the process requires, like FMLA designation notices (WH-381), instead of leaving HR to assemble them by hand.
Yes. Employee relations cases — complaints, performance concerns, behavioral issues — run through structured workflows with full documentation. Investigations get interviews, evidence tracking, and consistent resolution processes with an audit trail. Because cases connect across the platform, patterns that signal risk — like activity that precedes retaliation claims — become visible early. See Prevent Retaliation Risk.
Yes. Unemployment claims management covers organized documentation, hearing preparation, deadlines, and communication tracking — including the documentation most systems don't preserve, which is usually what decides a hearing.
Yes. For employers with driver populations, InfraNet manages DOT compliance obligations alongside the rest of the workforce events in the same connected system, with the same deadline visibility and documentation.
Workforce events almost always involve people outside your organization — the claims adjuster, the occupational clinic, defense counsel, your TPA. InfraNet keeps those communications and documents attached to the case they belong to, so the full record lives in one place instead of scattered across inboxes. When someone needs the complete picture — a hearing, an audit, a carrier request — it's already assembled. See Case Management.
The Log is InfraNet's running, timestamped record of the work itself — every action taken, every response, every deadline met, captured automatically as your team works. It's the "show your work" layer: when anyone asks what was done on a case and when — an auditor, an attorney, a carrier, or your own leadership — the answer already exists, in order, with timestamps. Nothing depends on memory or reconstruction.
Compliance packets are the periodic reports InfraNet provides to clients summarizing the state of their compliance operations: what was handled, time saved, injuries, claims, unemployment activity, and overall organizational health. They turn a year of connected case data into something leadership can actually read — evidence of what the compliance function accomplished, not just a list of open items. See Reporting & Analytics.
Days, not months. InfraNet was designed so that no implementation consultant is required — setup scales with your organization's size and the modules you're using, and InfraNet Concierge handles the heavy lifting with you. Most teams are working real cases in their first week. See Get Started.
No. Employees can submit incident reports through a QR code or link — no login, no account, no app to install. That matters more than it sounds: reporting only works if the person on the floor at 6 a.m. can actually do it in the moment. Reports land in a structured intake workflow that captures the same required information every time, then routes to the right people. See Incident Management.
Yes — that's the intended architecture. Your HRIS remains the system of record for employee data; InfraNet manages the operational compliance work your HRIS doesn't touch. You don't rip anything out to adopt InfraNet.
Yes. Existing employee data and open case information can be brought in during onboarding, and InfraNet Concierge assists with the import so you start with your real workforce, not an empty system.
Yes. InfraNet supports multi-location and multi-organization management — multiple sites, subsidiaries, or client organizations under centralized oversight, each with its own workflows, access controls, and reporting.
Yes. Multi-state employers face overlapping and sometimes conflicting obligations — leave laws, workers' compensation rules, and reporting requirements that change at state lines. InfraNet keeps each case's obligations and deadlines visible regardless of which state generated them. For background on the problem, read Navigating Multi-State Employment Laws in 2026.
The connected platform — case management, compliance tracking, incident management, leave & accommodation, reporting — plus InfraNet Concierge onboarding and support, and periodic compliance packets summarizing your organization's compliance health. InfraNet is invite-only: access starts with a conversation about what's slipping through in your current workflows.
White-glove setup and ongoing support — included, not an upsell. Concierge means hands-on onboarding, help importing your existing data, and a human who answers workflow questions when they come up. It exists because the founder has been the one-person HR department; the last thing that person needs is a software vendor who disappears after the contract is signed.
No. InfraNet doesn't make legal determinations and isn't a law firm. The platform facilitates action and documentation: it keeps obligations visible, deadlines tracked, and records defensible, so that when you do involve counsel, they get a complete, organized case file instead of a reconstruction project. Decisions about legal questions belong to your team and your attorneys.
Your people. InfraNet assigns ownership and surfaces what needs attention, but every determination — recordability calls, accommodation decisions, investigation outcomes, terminations — is made by a human with a name attached. The platform's job is to make sure the person who owns the next step knows it, has the full picture, and has the documentation when it's done.
The dashboard is built around three questions: what needs immediate attention, what's coming, and what's on the horizon — across every module at once. Deadlines escalate to the right people based on role and severity instead of depending on whoever happens to remember. Idle cases surface before they become deadline problems. See Reporting & Analytics.
Through secure infrastructure, encryption, access controls, monitoring, and privacy-focused design — the platform handles workers' comp files, medical certifications, and investigation records, and is built accordingly. The Trust Center is the single transparent resource covering our security practices, data retention, subprocessors, business continuity, and responsible disclosure program.
Yes. Access is scoped by role and, for multi-organization deployments, by organization — a site supervisor sees what a site supervisor should see, and sensitive case types like investigations can be restricted to the people who need them. See Security.
Yes — it's foundational to the product, not a feature toggle. The InfraNet Log automatically captures every action, response, and deadline with timestamps as work happens. When an auditor, attorney, or regulator asks what was done and when, the record already exists.
The Trust Center documents our current security, privacy, and operational safeguards — including our data retention policy, subprocessor list, business continuity practices, and responsible disclosure program — and is kept current as our programs evolve. For specific questions about our security posture, contact us.
Pricing is based on company size. Tell us about your organization through Get Started and you'll get a straight answer, not a sales funnel.
No fixed minimum — access is scoped to your organization's size and needs. InfraNet is invite-only, which means fit matters more than size: the conversation starts with what's slipping through in your current workflows, not with a seat count.
Yes — request access through Get Started and you can explore the platform. No demo pressure, no mandatory sales call unless you want one.
Fill out the short form on Get Started — who you are, roughly how big your organization is, and what's slipping through. We'll reach out. From there, InfraNet Concierge handles onboarding, and most teams are working real cases within days.
Compliance operations is the discipline of running workforce compliance as an operational function — with owned tasks, tracked deadlines, documented handoffs, and visible status — rather than as a filing exercise. Traditional compliance asks "do we have a policy?" Compliance operations asks "when the injury happened Tuesday at 6 a.m., did every obligation it triggered get an owner, a deadline, and a record?" It treats compliance the way operations teams treat production: as a workflow that can be seen, measured, and improved.
Case management organizes individual cases — one claim, one complaint, one leave request — usually well. Compliance operations is the layer above: how cases connect to each other, how obligations flow between departments and outside stakeholders, and how patterns across cases become visible. You can have excellent case management and still miss that four maintenance requests, one near-miss, and one workers' comp claim are all the same door latch. That's the gap compliance operations closes.
Because one event triggers several legal frameworks at once. A single workplace injury can simultaneously create an OSHA recordkeeping obligation (and possibly a rapid reporting deadline), a workers' compensation claim with carrier deadlines, an FMLA leave entitlement, an ADA accommodation conversation on return, and — if the employee later alleges mistreatment — a retaliation exposure that reaches back through all of it. Each framework has its own clock, forms, and decision-makers, but they all describe the same human being. Read The Event That Triggers a Web of Obligations.
Rarely negligence — usually architecture. Each department does its job inside its own system: safety logs the incident, HR manages the leave, maintenance files the work order, the carrier processes the claim. The failure happens between systems, at the moments where an obligation needs to cross a boundary and nobody's tool makes that crossing visible. Deadlines get missed, patterns repeat, and handoffs fail — not because people don't care, but because the information was never connected at the moment someone needed to act. The Machine #90 story is a documented example: twelve maintenance requests, four for the same latch, $3,200 in repeated repairs, zero bad actors.
Because the events themselves are connected — only the systems are separate. The injured employee's workers' comp claim, their FMLA leave, the OSHA log entry, and the accommodation discussion on return are one story about one person. When those workflows share data, deadlines stop hiding in silos, the full case file exists in one place, and cross-domain patterns — the ones that signal legal risk earliest — become visible. When they don't, someone becomes the human integration layer, and everything depends on their memory. See Cross-Domain Patterns That Signal Legal Risk.