AI is rapidly transforming how employers, TPAs and software vendors administer leave programs and make workplace decisions under the ADA and the FMLA. While AI-driven tools improve efficiency, increase access to data, and enhance consistency, regulators and courts are making clear these tools do not reduce or replace an employer’s legal obligations.
At the same time, TPAs, and software providers are accelerating AI adoption. Let’s examine EEOC and DOL positions, emerging state laws, and recent case law, then look at how two leading organizations — Sedgwick and Pulpstream — are deploying AI in practice.
