HR Acuity earns Great Place to Work Certification for seventh consecutive year. Last updated: May 27, 2026 NEW YORK, NY - May 27, 2026 - HR Acuity, the leader in employee relations (ER) case management and investigations software, today announced it has earned the 2026 Great Place To Work Certification(TM) for the seventh consecutive year. That milestone, sustained through company growth and a moment when workplace trust is harder to earn and easier to lose, reflects a culture built with intention. "We talk about building workplaces where people feel safe to speak up. That only works if we're living it ourselves," said Deb Muller, founder and CEO, HR Acuity. "Great Place To Work is proof that the culture we've built is genuine. That authenticity changes how we show up for every organization that trusts us to help them do the same." For 2026, 94% of HR Acuity team members agreed that the company is a great place to work, 37 percentage points above the average U.S.-based company, where typical employee satisfaction stands at just 57%. Separately, 99% of employees feel genuinely welcomed upon joining the organization and agree that team members consistently care for one another. Over the past year, HR Acuity's culture has earned highly competitive national and regional recognition, including placement as #14 on the Fortune Best Workplaces in New York(TM) and #31 on the Fortune Best Workplaces in Technology(TM). According to research from Great Place To Work, job seekers are 4.5 times more likely to find an exceptional manager at a Certified organization. The certification is based entirely on anonymous, real-time feedback from current employees regarding the organization's workplace culture, trust in leadership and community experience. About HR Acuity HR Acuity is the category leader in employee relations case management and investigations software, purpose-built for employee relations and HR professionals. Its industry-leading SaaS solution delivers powerful tools and AI-driven analytics to manage employee relations cases and investigations with consistency, clarity and confidence. By transforming how organizations handle workplace issues - from initial report to resolution and beyond - HR Acuity empowers businesses to foster transparency, accountability and a culture of trust. HR Acuity works with hundreds of leading enterprises. The company publishes the annual Employee Relations Benchmark Study, covering more than 9 million employees; is the creator of ER/Q, the first-ever maturity model for employee relations; and is the founder of empowER(TM), a growing community of more than 8,000 employee relations, workplace investigations, human resources and compliance professionals.

HR Acuity launches the Trust & Risk statement(tm). Category leader introduces executive dashboard to measure what matters: cost avoided, risk predicted, trust earned February 13, 2026 HR Acuity, the leader in employee relations (ER) case management and investigations software, announced today the launch of the Trust & Risk Statement, the industry's first standardized framework for measuring employee relations' business impact. The tool translates employee relations data into three executive outcomes: cost avoided, risk predicted and trust earned. The Trust & Risk Statement addresses a long-standing gap in the HR function: While organizations have mastered scorecards for predictable work like time-to-fill and engagement scores, employee relations - responsible for managing the organization's highest-stakes people risks - still operates on activity counts like cases opened, investigations conducted and time to close. "Ask any CHRO what keeps them up at night, and they'll tell you it's the risks that surface too late," said Deb Muller, founder and CEO, HR Acuity. "Unexpected turnover spikes. Culture issues that fester. Investigations that evolve into reputational crises. These all fall to employee relations. Yet ER has no standardized way to prove it's preventing harm before it becomes a lawsuit or a headline. The Trust & Risk Statement provides the common language ER needs to prove its value to the C-suite." How the Trust & Risk Statement Works The framework translates complex employee relations data into three outcomes that drive business value: * Cost Avoided: Quantifying the financial impact of early intervention, from reducing preventable turnover to avoiding high-stakes litigation. * Risk Mitigated: Utilizing early-warning indicators to identify cultural hotspots and policy gaps before they escalate into reputational damage. * Trust Earned: Measuring employee confidence through their willingness to speak up early, allowing the organization to resolve issues before they become crises. "The difference is simple," added Muller. "Activity metrics tell your C-suite how busy you are. Outcome metrics tell them how much money you just saved or risk mitigated. That's the conversation that gets employee relations a seat at the table." Getting Started: Resources for Employee Relations Leaders Recognizing that building a data-driven employee relations function is a journey, HR Acuity has developed a suite of resources to support organizations at every level: * Data Readiness Assessment: A tool to evaluate an employee relations team's current data reporting and tracking capacity. * Deep-Dive Webinar: A framework walkthrough with guidance on translating ER impact to the C-suite. * empowER Peer Collaboration: A dedicated Trust & Risk group in the empowER Community, led by Fiona Jamison, Vice President of Research & People Analytics at People Results.