결근 관리 소프트웨어 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the absence management software market was valued at USD 17.23 billion in 2025, grew to USD 18.27 billion in 2026, and is forecast to reach USD 25.99 billion by 2031, expanding at a CAGR of 7.30% during 2026-2031.

This report is Segmented by Component (Software and Services), Deployment Mode (Cloud-Based, Hybrid, and More), End User Enterprise Size (Large Enterprises and Small and Medium-Sized Enterprises), Application (Leave Management, Compliance Management, and More), End-User Industry (Information Technology and Telecom, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Absence Management Software Market Trends and Insights

Stricter Multi-Jurisdiction Leave And Labor Compliance Requirements

Multi-jurisdiction leave rules have shifted from an HR inconvenience to a core operating issue for employers in the absence of management software. In 2026, Delaware, Maine, Minnesota, Colorado, and New York City either launched major paid leave programs or expanded existing entitlements, bringing the total to 15 states and Washington, D.C. that already had mandatory PFML frameworks in place. The applicable rule set usually follows the employee's physical work location, not the employer's state of incorporation, which means each remote hire in a new state can create a new compliance requirement. Employers also need to administer ADA, PWFA, and state PFML obligations in parallel, and that combination creates documentation, certification, and notice steps that spreadsheet workflows do not handle consistently. In the absence of a management software market, vendors that can automatically update leave rules by location gain a clear product advantage because buyers increasingly value accuracy and speed over generic workflow coverage.

Cloud-Based Human Resources Software Adoption

Cloud adoption has evolved into a capability decision rather than a narrow cost decision, and that shift is expanding the absence management software market. ISG's 2025 HR technology survey found that 69% of organizations already operated SaaS or hybrid cloud HR models, and 83% expected to do so by the end of 2027. The same survey showed average HR AI budgets rising to USD 1.6 million in 2026, indicating that cloud platforms are now the default base for analytics, automation, and AI-enabled workflow tools. Large HCM vendors are also embedding native absence functionality into broader suites, raising enterprise expectations for integration, reporting, and workflow continuity. That is pushing standalone vendors in the absence management software market to deepen partnerships, improve interoperability, and show clearer business value than they needed to prove in earlier buying cycles.

Legacy Payroll And Human Resources System Integration Complexity

Integration with legacy payroll and HR systems remains one of the clearest brakes on wider adoption in the absence management software market. ISG ranked core-platform integration as the second-most-important adoption factor in its 2025 HR survey, just behind data security. NFP found that only 31% of organizations that implemented new HR technology during the previous two years reported significant efficiency gains after deployment, and integration problems were a major reason many others saw limited returns. Many large employers still run payroll on systems with proprietary data structures, so absence balances, pay calculations, and leave events do not move cleanly between old and new environments. This slows the absence management software market because buyers often need middleware, IT support, and long testing cycles before they can trust the system in live compliance workflows.

Other drivers and restraints analyzed in the detailed report include:

1. Remote And Hybrid Workforce Policy Administration Needs
2. Demand For Automation, Analytics, And Employee Self-Service
3. Sensitive Workforce Health Data Privacy Risks

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Software accounted for 65.12% of revenue in 2025, making it the largest component of the absence management software market. That position reflects enterprise demand for configurable platforms that can be adapted to complex federal, state, local, and employer-specific leave rules. Large employers have often preferred licensed systems because each compliance exception can require its own workflow logic, approval path, and documentation set. In the absence of management software, this still favors products that allow deep configuration within existing HCM and payroll environments. The result is a component mix in which software remains the core spending category, as many buyers still want direct control over policy setup and process execution.

Services are forecast to expand at a 10.11% CAGR from 2026 to 2031, showing that implementation and operational support are becoming more important across the absence management software market. Buyers increasingly recognize that owning a platform does not remove the need for configuration updates, legal monitoring, employee communications, and case administration support. Each new state PFML rule creates additional setup work, making managed services and advisory support more relevant for mid-market employers with smaller HR teams. Oracle's February 2026 Absence Management 26A update added AI agents that reference uploaded policy documents during employee leave interactions, demonstrating how product design is beginning to absorb work that once sat outside the software layer. Even so, the absence management software market still offers room for continued growth, as employers seek faster deployment, fewer compliance errors, and more support for translating policy into repeatable daily workflows.

Cloud-based deployment accounted for 55.24% of revenue in 2025, giving it the largest share of the absence management software market by deployment mode. Its lead comes from the fact that SaaS vendors can quickly push statutory rule updates when a state or city change affects eligibility, benefit design, or documentation requirements. That update speed matters more in the absence of administration than in many other HR tasks because errors can affect pay, eligibility, and legal compliance simultaneously. On-premises systems still retain a real installed base in government, defense, and parts of financial services where data residency and internal hosting rules remain strict. This keeps deployment demand mixed, but it also reinforces why buyers increasingly ask vendors to support both control and speed.

Cloud-based deployment is also the fastest-growing option, with the absence management software market size for this segment projected to expand at a 9.53% CAGR through 2031. ISG reported that 83% of organizations expected to operate cloud- or hybrid-HR models by the end of 2027, supporting continued migration toward hosted absence platforms. Hybrid models are gaining ground among mid-market and European employers that want employee portals and cloud-based analytics while keeping some sensitive health-related data under tighter internal control. That structure aligns with procurement needs in countries where buyers place strong emphasis on audit readiness, security certifications, and transparency in data handling. Across the absence management software market, vendors with mature hybrid roadmaps are therefore better placed to win enterprise contracts that require both statutory agility and more conservative data governance.

Complete Report Scope:

• By Component
  • Software
  • Services
• By Deployment Mode
  • Cloud-Based
  • On-Premises
  • Hybrid
• By End User Enterprise Size
  • Large Enterprises
  • Small and Medium-Sized Enterprises
• By Application
  • Leave Management
  • Compliance Management
  • Disability and Return-to-Work Management
  • Analytics and Reporting
• By End-User Industry
  • Information Technology (IT) and Telecom
  • Banking, Financial Services and Insurance (BFSI)
  • Healthcare and Life Sciences
  • Industrial Manufacturing
  • Retail and eCommerce
  • Government and Public Sector
  • Others
• By Geography
  • North America
    • United States
    • Canada
    • Mexico
  • South America
    • Brazil
    • Argentina
    • Rest of South America
  • Europe
    • Germany
    • United Kingdom
    • France
    • Italy
    • Spain
    • Rest of Europe
  • Asia-Pacific
    • China
    • Japan
    • India
    • Australia
    • South Korea
    • Southeast Asia
    • Rest of Asia-Pacific
  • Middle East
    • Saudi Arabia
    • United Arab Emirates
    • Rest of Middle East
  • Africa
    • South Africa
    • Nigeria
    • Rest of Africa

Geography Analysis

North America held 35.12% of the absence management software market share in 2025, making it the largest regional revenue pool. The United States remains the main driver because employers often have to administer federal FMLA, state PFML rules, local paid sick leave ordinances, and ADA accommodation requirements simultaneously. In 2026, several states and localities launched or expanded paid leave programs, further complicating an already dense operating environment. The work-situs rule also matters because leave obligations usually follow the employee's physical work location, making distributed hiring a direct compliance trigger. Canada and Mexico add regional demand through differing provincial rules and formalization trends, but the North American absence management software market still draws most of its weight from the United States.

Asia-Pacific is projected to record the fastest growth in the absence management software market size, at an 11.11% CAGR from 2026 to 2031. The regional story differs from North America because many employers in India and Southeast Asia are building digital HR systems for the first time rather than replacing older leave platforms. That creates more greenfield demand and reduces some of the integration drag seen in mature markets. Australia, Japan, South Korea, and China are also supporting the absence management software market through tighter labor compliance expectations, broader digital HR adoption, and more formal monitoring of leave and work-hour obligations.

Europe remained the third major regional cluster in 2025, led by Germany, the United Kingdom, and France. European employees missed 15% of assigned working time in 2025, equal to 37 working days per year, and France and Italy posted especially high health-related absence shares. GDPR remains a major selection factor because employee health records require stronger legal justification, tighter governance, and clearer processing controls. The region is also influenced by new reporting obligations and policy shifts that raise the value of configurable systems over rigid point tools. South America, the Middle East, and Africa remain smaller in scale, but demand is rising where labor regulation is formalizing, and employers are improving data governance standards for workforce systems.

1. WorkForce Software, LLC
2. TimeClock Plus, LLC
3. AbsenceSoft
4. Qcera Inc.
5. Optis
6. Stiira Corporation
7. Vacation Tracker Technologies Inc.
8. Appogee HR Limited
9. Calamari sp. z o.o. sp.k.
10. absence.io GmbH
11. Personio SE and Co. KG
12. Timetastic Ltd.
13. Venforce Inc.
14. DaysPlan, Inc.
15. Breathe HR Limited
16. Leave Dates Ltd.
17. actITIME Inc.
18. FINEOS Corporation
19. TeamSense Inc.
20. tamigo ApS
21. Ironflow Technologies Inc.
22. Bright HR Limited

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Impact of Macroeconomic Factors on the Market
• 4.3 Market Drivers
  • 4.3.1 Stricter Multi-Jurisdiction Leave and Labor Compliance Requirements
  • 4.3.2 Cloud-Based Human Resources Software Adoption
  • 4.3.3 Remote and Hybrid Workforce Policy Administration Needs
  • 4.3.4 Demand for Automation, Analytics, and Employee Self-Service
  • 4.3.5 Return-to-Office Accommodation Request Growth
  • 4.3.6 Five-Generation Workforce Complexity
• 4.4 Market Restraints
  • 4.4.1 Legacy Payroll and Human Resources System Integration Complexity
  • 4.4.2 Sensitive Workforce Health Data Privacy Risks
  • 4.4.3 Uncontrolled Generative Artificial Intelligence Use in Leave Decisions
  • 4.4.4 Standalone Vendor Pricing Pressure from Bundled Human Capital Management Suites
• 4.5 Industry Value-Chain Analysis
• 4.6 Regulatory Landscape
• 4.7 Technological Outlook
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Bargaining Power of Buyers
  • 4.8.2 Bargaining Power of Suppliers
  • 4.8.3 Threat of New Entrants
  • 4.8.4 Threat of Substitutes
  • 4.8.5 Intensity of Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software
  • 5.1.2 Services
• 5.2 By Deployment Mode
  • 5.2.1 Cloud-Based
  • 5.2.2 On-Premises
  • 5.2.3 Hybrid
• 5.3 By End User Enterprise Size
  • 5.3.1 Large Enterprises
  • 5.3.2 Small and Medium-Sized Enterprises
• 5.4 By Application
  • 5.4.1 Leave Management
  • 5.4.2 Compliance Management
  • 5.4.3 Disability and Return-to-Work Management
  • 5.4.4 Analytics and Reporting
• 5.5 By End-User Industry
  • 5.5.1 Information Technology (IT) and Telecom
  • 5.5.2 Banking, Financial Services and Insurance (BFSI)
  • 5.5.3 Healthcare and Life Sciences
  • 5.5.4 Industrial Manufacturing
  • 5.5.5 Retail and eCommerce
  • 5.5.6 Government and Public Sector
  • 5.5.7 Others
• 5.6 By Geography
  • 5.6.1 North America
    • 5.6.1.1 United States
    • 5.6.1.2 Canada
    • 5.6.1.3 Mexico
  • 5.6.2 South America
    • 5.6.2.1 Brazil
    • 5.6.2.2 Argentina
    • 5.6.2.3 Rest of South America
  • 5.6.3 Europe
    • 5.6.3.1 Germany
    • 5.6.3.2 United Kingdom
    • 5.6.3.3 France
    • 5.6.3.4 Italy
    • 5.6.3.5 Spain
    • 5.6.3.6 Rest of Europe
  • 5.6.4 Asia-Pacific
    • 5.6.4.1 China
    • 5.6.4.2 Japan
    • 5.6.4.3 India
    • 5.6.4.4 Australia
    • 5.6.4.5 South Korea
    • 5.6.4.6 Southeast Asia
    • 5.6.4.7 Rest of Asia-Pacific
  • 5.6.5 Middle East
    • 5.6.5.1 Saudi Arabia
    • 5.6.5.2 United Arab Emirates
    • 5.6.5.3 Rest of Middle East
  • 5.6.6 Africa
    • 5.6.6.1 South Africa
    • 5.6.6.2 Nigeria
    • 5.6.6.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments).
  • 6.4.1 WorkForce Software, LLC
  • 6.4.2 TimeClock Plus, LLC
  • 6.4.3 AbsenceSoft
  • 6.4.4 Qcera Inc.
  • 6.4.5 Optis
  • 6.4.6 Stiira Corporation
  • 6.4.7 Vacation Tracker Technologies Inc.
  • 6.4.8 Appogee HR Limited
  • 6.4.9 Calamari sp. z o.o. sp.k.
  • 6.4.10 absence.io GmbH
  • 6.4.11 Personio SE and Co. KG
  • 6.4.12 Timetastic Ltd.
  • 6.4.13 Venforce Inc.
  • 6.4.14 DaysPlan, Inc.
  • 6.4.15 Breathe HR Limited
  • 6.4.16 Leave Dates Ltd.
  • 6.4.17 actiTIME Inc.
  • 6.4.18 FINEOS Corporation
  • 6.4.19 TeamSense Inc.
  • 6.4.20 tamigo ApS
  • 6.4.21 Ironflow Technologies Inc.
  • 6.4.22 Bright HR Limited

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment