Of surveyed Australian employers reported an increase in psychosocial complaints or claims.
Source: AHRI, Psychosocial Risks Report 2025. Reporting period: 12 months to October 2024. AI-SUPPORTED PEOPLE RISK SOFTWARE
People risk doesn’t wait for HR.
Neither should your response.
AccordPath is a people-risk management platform designed to help organisations manage workplace concerns earlier, support leaders with structured guidance and improve visibility of emerging people risks.
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Practical guidance. Clear records. Consistent action.Built for the moments that test leadership.
01 / THE GAP IN PRACTICE
Policies do not manage people.
Leaders do.
Training sets expectations. Real situations test them. AccordPath is software that brings structured, AI-supported guidance into the moment a manager needs to act.
Earlier conversations
Address concerns before they become harder to resolve.
More confident leaders
A clear approach to difficult situations, with professional judgement intact.
Better visibility
Consistent records and recurring themes that your organisation can recognise.
THE BUSINESS CASE
People risk is a business risk.
Every delayed conversation, unresolved concern and inconsistent management decision has the potential to affect productivity, performance and workplace culture.
Organisations invest in policies, training and specialist support. But when workplace concerns arise, leaders still need a practical, consistent way to respond.
The gap isn’t always in the policy. It’s in what happens next.
WORKPLACE CONCERNS
Conflict, performance concerns, work-related stress and inappropriate behaviour.
INCONSISTENT RESPONSE
Delayed action, unclear next steps, poor documentation and limited follow-up.
ORGANISATIONAL EXPOSURE
Escalation, lost management time, reduced trust and emerging people-risk patterns.
Not every concern follows this path. Many do when the response is unclear.
THE COST OF INACTION
Doing nothing doesn’t mean nothing is happening.
Every delayed conversation, unresolved concern and missed opportunity to intervene can increase the cost and complexity of managing people risk.
01
Delayed action
Concerns can become more complex when difficult conversations are repeatedly postponed.
02
Inconsistent decisions
Different responses to similar situations can undermine fairness, confidence and accountability.
03
Poor documentation
Without a reliable record of actions and decisions, important context can be lost.
04
Limited visibility
Recurring issues and emerging people-risk patterns may go unnoticed until they become more serious.
By the time a matter escalates, some costs have already been incurred.
Management time. Lost productivity. Damaged relationships. Declining trust. Formal processes may only reveal costs that have been accumulating for some time.THE BUSINESS CASE IN NUMBERS
The cost of unmanaged people risk goes beyond the complaint.
Median compensation paid for serious mental health condition claims.
Source: Safe Work Australia, 2023-24Median working time lost for serious mental health condition claims.
Source: Safe Work Australia, 2023-24These figures describe the wider Australian workplace, not AccordPath customers or outcomes.
HIDDEN COSTS
The costs that don’t appear in a claims report.
Management time. Lost productivity. Employee disengagement. Damaged relationships. Declining trust in leadership.
HOW ACCORDPATH HELPS
- Earlier action Structured guidance when a concern first appears.
- Documentation A clear record of conversations and decisions.
- Follow-up Agreed actions tracked so nothing drifts.
- Organisational insight Aggregated patterns for authorised users.
THE LEADERSHIP CHALLENGE
Psychological safety and accountability are not competing priorities.
A performance issue can involve genuine psychological distress. A workplace concern can expose poor management practices. And leaders can avoid necessary conversations because they don’t know how to respond.
The answer isn’t to dismiss a wellbeing concern or abandon reasonable expectations. It’s to respond appropriately to both.
ILLUSTRATIVE SCENARIO
A team member has missed several deadlines. When their manager raises it, they share that they have been struggling with their mental health.
Without structured guidance
- The performance conversation is postponed, or the concern is set aside.
- Expectations and support are handled separately, or not at all.
- Notes are patchy and follow-up depends on memory.
- The matter escalates before specialist advice is sought.
With AccordPath
- The leader acknowledges the concern and pauses to plan the next step.
- Guidance helps keep support and reasonable expectations in the same conversation.
- Actions, adjustments and agreed follow-up are documented.
- Clear prompts show when to involve HR, EAP or specialist support.
AccordPath is designed to give leaders the structure to navigate these situations, document actions, follow up and recognise when specialist support is required.
02 / FROM CONCERN TO ACTION
A clear next step.
Not another policy document.
Workplace tension. Performance concerns. Workload pressure. Role clarity. Support for the conversations leaders cannot put off.
01
Identify
Capture what has been observed.
02
Prepare
Understand the issue and the risks.
03
Converse
Keep the discussion fair and focused.
04
Act
Agree actions and responsibilities.
05
Review
Follow up, close or escalate.
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LEADER GUIDANCE
Turn people-risk awareness into action.
AccordPath gives frontline leaders structured, AI-supported guidance to navigate workplace concerns, document decisions, follow up and recognise when specialist intervention is required.
Book a DemoA RECORD THAT FOLLOWS THE WORK
What was raised. What was agreed. What happens next.
Structured prompts help managers prepare, listen and record the important details. Actions and follow-up stay connected to the conversation.
For concerns involving bullying, harassment or safety, managers can recognise when HR or Safety needs to be involved.
See AccordPath in ActionApproved product screenshot to be supplied.
03 / FOR THE ORGANISATION
Support at the frontline.
A clearer view for HR.
Understand matter status, recurring themes and capability gaps. Engage specialists where they add value, rather than at every first conversation.
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See the patterns.
Respond earlier.
- More consistent leadership practice
- Clearer escalation points
- Visibility of recurring issues
- Practical reinforcement of your policies
Aggregated insights respect current case-access permissions. They do not give HR unrestricted access to individual matters or a leader’s working notes.
AccordPath supports everyday leadership behaviours beneath psychosocial risk prevention: recognising concerns, consulting, acting and following through. It does not replace legal duties, consultation procedures, HR advice or professional judgement.
05 / YOUR ORGANISATION. REAL SITUATIONS.
Put AccordPath
to work in your organisation.
Discuss implementation options for your organisation, including access, onboarding and how AccordPath fits your existing processes. Agree which measures matter to your team without assuming results in advance.
Book a DemoMeasures to consider
- Leader engagement with the platform
- Time to first conversation
- Completion of actions and follow-up
- Quality and consistency of records
- Appropriate escalation
- Recurring themes and emerging people risks
Earlier action. Consistent records. Clearer escalation.
Read the business caseSECURITY AND PRIVACY
Designed around
permissions and privacy.
AccordPath handles sensitive workplace matters, so access is built around who needs to see what. Our detailed security information is available on request as part of your procurement and implementation process.
Role-based access
Leaders work on their own matters. Case content is shared with HR only when a case is handed over.
Aggregated insights
Organisational reporting shows themes and patterns, not a leader’s working notes.
Clear policies
Read how we handle personal information in our Privacy Policy and Terms.
BUILT FROM EXPERIENCE
Human expertise.
Purposeful technology.
AccordPath came from firsthand experience supporting leaders through workplace conflict, psychosocial concerns and early intervention. Organisations had policies and specialists. Managers still needed practical help.
Meet the founders
Samantha Murdaca
Co-Founder & Chief Executive Officer
Return to Work Specialist and accredited mediator, with more than eight years’ experience.
Samantha brings extensive experience in workplace injury management, return to work, conflict resolution and psychosocial risk.
Having worked closely with leaders across complex organisations, she has seen firsthand the impact of delayed intervention, inconsistent leadership practices and avoidable workplace conflict.
AccordPath combines her practical experience with a passion for helping leaders navigate difficult conversations with confidence, while supporting organisations to proactively manage psychosocial and people risks.
Bruce Huang
Co-Founder & Chief Product Officer
Background in AI and product systems.
Bruce leads the product strategy and technical vision behind AccordPath.
With expertise in software engineering, artificial intelligence and product development, Bruce focuses on turning complex workplace challenges into intuitive digital experiences.
His vision is to build technology that feels practical, trustworthy and genuinely useful for leaders managing real workplace situations.
LET’S TALK
See AccordPath
in action.
Discover how the platform supports earlier responses, structured guidance and visibility of emerging people risks.
Prefer email? [email protected].