GITNUXSOFTWARE REVIEW
HR In IndustryTop 10 Best Absence Management Software of 2026
Compare absence management software options for HR teams, covering how Pingboard, BambooHR, and Rippling handle leave, approvals, and reporting.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
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Framework: Features 40% · Ease 30% · Value 30%
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Pingboard is the best pick for org-chart driven teams because its interactive org views tie leave requests to approvals and calendar context, so managers and HR can judge availability in the flow. Rippling is a strong alternative for larger HR and IT teams since leave status changes can trigger provisioning actions through its workforce workflows and integrations.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Pingboard
Interactive org chart and team views tied to absence workflows and approvals, so managers assess availability in reporting context.
Best for: Fits when org-chart driven teams need approvals and calendar visibility for routine PTO and leave requests.
BambooHR
Editor pickManager approval routing that updates employee absence history and supports consistent downstream reporting from one workflow.
Best for: Fits when HR needs request-to-absence recording with manager approvals and calendar visibility.
Rippling
Editor pickAutomated provisioning actions can be triggered from leave status changes through Rippling workflows and API integrations.
Best for: Fits when HR teams want absence workflows tied to employee records, access provisioning, and payroll sync across systems.
Comparison Table
Pingboard
SMBOrg chart and PTO tracking tool for small teams.
Interactive org chart and team views tied to absence workflows and approvals, so managers assess availability in reporting context.
Pingboard manages employee time off with request capture, approval routing, and an employee-facing calendar view.
HR administrators configure leave categories, eligibility expectations, and request routing so managers can approve in context of team structure.
The workflow is centered on org visibility, with absence data presented alongside reporting relationships to support day-to-day coverage decisions.
- +Org chart context makes absence reviews faster for managers and HR
- +Configurable approval chains map cleanly to reporting relationships
- +Interactive calendar gives a consistent view across teams and roles
- +Leave request history supports internal documentation needs
- –Leave policy complexity can require careful governance to prevent mismatches
- –Interoperability with payroll workflows may depend on connector coverage
- –Advanced leave certification uploads are not the system’s primary focus
- –Multi-jurisdiction leave rules need deliberate configuration planning
Office operations teams
Make on-site coverage decisions quickly
Faster coverage decisions
People teams and new hires
Learn who to contact for leave
Better colleague introductions
Show 2 more scenarios
HR and internal comms teams
Share role-filtered org views
Relevant views for teams
Publish embedded or exported org information shaped for specific audiences to avoid exposing full directory data.
HR and people operations teams
Maintain searchable employee profiles
Single reference directory
Keep employee and manager details current so staff can locate coworkers alongside absence signals.
Best for: Fits when org-chart driven teams need approvals and calendar visibility for routine PTO and leave requests.
BambooHR
SMBHR platform with built-in time-off and absence tracking modules.
Manager approval routing that updates employee absence history and supports consistent downstream reporting from one workflow.
BambooHR supports manager approval routing for PTO and other absence types, then posts the resulting status to the employee’s record for reporting and visibility. Absence calendar overlays and balance management support day-level tracking used for workforce planning and HR review. Integration depth is strongest when BambooHR is the system of record for employee details, because HRIS connector and API capabilities can keep downstream apps aligned.
A practical tradeoff is that advanced leave rules and complex jurisdictional compliance setups often require careful configuration of leave types and eligibility logic before adoption. BambooHR fits best when the organization wants a consistent request-to-record workflow with clear manager controls and a centralized absence calendar for teams.
- +Manager approval workflow posts final absence status to employee records
- +Absence calendar visibility reduces ad hoc status checking
- +Accurate PTO balances help HR reduce manual adjustments
- +API and HRIS integrations support cross-system absence synchronization
- –Complex multi-jurisdiction rules can require detailed configuration discipline
- –Leave certification document handling can be limited versus specialist case tools
- –Reporting depth for edge-case compliance scenarios may require export work
HR operations teams
Standardize PTO requests and approvals
Fewer manual corrections
People managers
Review team coverage during approvals
Faster approval decisions
Show 2 more scenarios
HRIS administrators
Sync absence records to HR tooling
Lower integration overhead
API access and HRIS connectors support automated propagation of absence and employee context.
Compliance-focused HR teams
Maintain auditable absence documentation trails
Consistent recordkeeping
Absence history captured in the HR record supports internal reviews and case documentation.
Best for: Fits when HR needs request-to-absence recording with manager approvals and calendar visibility.
Rippling
enterpriseWorkforce platform with PTO tracking and accrual automation.
Automated provisioning actions can be triggered from leave status changes through Rippling workflows and API integrations.
Rippling maps leave requests to an approval workflow and then keeps the resulting employee state aligned with connected HRIS and access records.
Absence calendar visibility helps managers and employees coordinate around time off without switching tools.
Integration coverage focuses on connecting absence outcomes to payroll and other workforce systems through documented APIs and automation.
- +HR and IT provisioning connections keep absence-driven changes consistent
- +Manager approval routing with ESS request and status tracking reduces manual follow-ups
- +API integrations support bidirectional synchronization with payroll and other systems
- +Audit-friendly history is easier to maintain across leave requests and edits
- –Inter-jurisdiction leave rules can require careful configuration per policy
- –Leave-of-absence case management depth is weaker than dedicated leave workflows
- –Accrual liability reporting may lag specialized absence analytics needs
- –Complex payroll synchronization paths can require integration troubleshooting
HR and IT administrators
Coordinate exits from leave-driven changes
Fewer missed access removals
IT and HR teams
Provision access based on status changes
Consistent access setup
Show 2 more scenarios
Employees and managers
Submit and approve time off in one loop
Less manual HR handling
Handle routine HR requests and approvals through self-service screens tied to employee profiles and workflows.
HR and payroll operations
Audit absence-related workforce changes
Shared change history
Use centralized records and workflow history to review payroll, employee changes, and related operational activity.
Best for: Fits when HR teams want absence workflows tied to employee records, access provisioning, and payroll sync across systems.
Workday HCM
enterpriseWorkday HCM is an enterprise human capital management system with global payroll, compensation management, and workforce planning modules.
Configurable absence workflows that execute inside Workday’s governed HR process layer.
Workday HCM is an all-in-one HR system where absence management inherits a shared employee and organizational data model. Absence administration runs through configurable HR processes tied to worker records, with manager and HR routing built into the workflow layer.
- +Leave events stay linked to shared worker and job records
- +Manager and HR approval routing is handled inside governed workflows
- +Enterprise RBAC supports controlled access to leave administration
- +Workflow activity history provides strong traceability for audits
- –Absence setup requires careful configuration across HR and workforce rules
- –Advanced leave edge cases can depend on specific process configuration
HR operations teams
Administer leave alongside worker records
Less manual record reconciliation
Workforce planning teams
Route job changes tied to leave
Traceable staffing continuity
Show 2 more scenarios
Organization design teams
Maintain reporting structure during absences
Consistent org reporting
Organizational assignment changes driven by governed HR events keep reporting views aligned.
Talent and compensation teams
Connect leave to HR cycles
Fewer disconnected HR steps
Structured performance and compensation workflows can rely on employee and workforce data impacted by absences.
Best for: Fits when enterprises need governed leave workflows tightly integrated with HR and workforce changes.
Sling
vertical specialistScheduling and time-off platform for shift workers.
Manager-driven leave request approvals are embedded in the same daily scheduling experience for faster operational decisions.
Sling is an absence management and shift workforce tool built around scheduling plus employee time and leave requests, which matters when attendance tracking is tied to daily operations. Absence requests feed manager decisions and can be reflected on an absence calendar so teams see coverage impact in the same workflow as scheduling. Sling’s core strength is the end-to-end request and approval loop that keeps employees and managers aligned without moving between separate systems for every step.
- +Request and manager approval flow stays inside the scheduling workflow
- +Absence calendar visibility supports quick review against upcoming shifts
- +Employee self-service reduces manager handling for common leave requests
- +Practical coverage awareness for teams that schedule in short intervals
- –Leave category controls and hierarchy depth are limited versus enterprise absence suites
- –Intermittent leave administration features are not oriented for heavy compliance workflows
- –Automation and API breadth for external HR systems is constrained in scope
- –Accrual policy rules are less granular for complex carryover and proration cases
Shift managers
Route last-minute absence coverage changes
Coverage routed for approval
Employees and managers
Submit availability and leave requests
Roster decisions include requests
Show 2 more scenarios
Managers of mobile crews
Update assignments for offsite workers
Workers see updates on mobile
Publish crew assignments and schedule updates for distributed teams through mobile-friendly access.
Frontline supervisors
Pair shifts with daily operational tasks
Employees get task context
Link staffing schedules and team instructions so employees can view work context with shift information.
Best for: Fits when frontline teams need manager approvals and absence visibility tied to shift schedules.
BrightHR
SMBHR software with absence management and document storage.
Absence request workflow includes role-based document capture and audit-friendly case handling across request, decision, and closure stages.
BrightHR manages absence workflows with HR case handling for leave requests, approvals, and documentation. The system supports PTO accrual calculations with carryover and proration rules, plus absence calendars for visibility across teams.
- +Configurable PTO accrual calculations with carryover and proration logic
- +Manager approval routing for leave requests and supporting documents
- +Employee self-service for submitting and tracking absence requests
- +Absence calendar overlay helps teams plan around planned time off
- –Complex leave category taxonomy needs careful upfront configuration
- –FMLA-style workflows require more process mapping than simple PTO
- –Intermittent leave administration can create heavy HR case queues
- –Integration coverage for payroll synchronization depends on the HR data setup
HR teams and line managers
Record sickness absence with follow-ups
Structured sickness records
People managers and HR
Centralize holiday request approvals
Less email-based coordination
Show 2 more scenarios
Operations managers
Spot coverage gaps across teams
Fewer staffing overlaps
Review absence calendars alongside schedules to identify overlapping absences and staffing conflicts.
Line managers and HR teams
Trigger return-to-work actions
Fewer missed post-absence steps
Link absence end dates to manager tasks and guided return-to-work actions to reduce missed follow-ups.
Best for: Fits when HR teams need governed leave requests, approvals, and accrual handling with employee and manager self-service.
ActiPLANS
specialistAbsence and leave management tool by ActiTIME.
Document-linked leave certification workflow that keeps attachments attached to each absence event for audit review.
ActiPLANS is built around day-to-day absence operations like request submission, approval routing, and an absence calendar view for both managers and HR. It includes document upload and audit-style traceability for leave documentation, which helps during internal reviews and compliance checks. Configuration covers leave categories and rule behavior such as eligibility validation and accrual carryover handling so policy changes can be applied without manual reconciliation.
- +Approval routing ties absence requests to manager actions and HR oversight
- +Leave certification uploads attach directly to each absence record
- +Accrual carryover rules reduce manual balance corrections
- +Absence calendar improves day-level visibility for managers
- –Complex policy stacks require careful category and routing configuration
- –Advanced attendance analytics like point-based attendance scoring need add-on work
- –Intermittent leave edge cases can require HR review for correctness
- –Some integrations depend on connector setup and mapping effort
HR operations teams
Manage approvals and certificates
Faster case review cycles
Benefits coordinators
Handle intermittent leave administration
Reduced reconciliation work
Show 2 more scenarios
Department managers
Approve planned and unplanned absences
Clearer staffing impact
Managers review requests and see absence dates in a calendar view before approving or rejecting.
HRIS admins
Keep absences synced with payroll
Fewer manual data transfers
HRIS admins configure integrations so recorded absences flow into payroll and reporting processes.
Best for: Fits when HR needs configurable approvals and document-backed absence records across multiple employee groups.
Vacation Tracker
SMBLeave management integrated with Slack and Microsoft Teams.
Calendar-first absence planning that links request status changes directly to scheduling visibility and history.
Vacation Tracker is designed around time-off request planning, with a calendar-centric UI that connects employee submissions to manager decisions and recorded outcomes.
- +Clear employee request flow with manager approval steps tied to a shared calendar
- +Accrual balance tracking reduces spreadsheet reconciliation for PTO categories
- +Role-based views separate employee and manager responsibilities in day-to-day use
- +Documented absence history supports audit-style review of prior requests
- –FMLA and ADA accommodation logging workflows are limited versus specialized leave administration tools
- –Advanced multi-jurisdiction rules require careful configuration and policy mapping
- –Limited visibility into return-to-work steps compared with case-management focused products
- –Automation depth for payroll synchronization and HRIS connectors is narrower than dedicated HR suites
HR administrators
Process employee time-off requests
Reduced manual updates
People managers
Review requests alongside calendar impact
Clearer approval visibility
Show 2 more scenarios
HR policy owners
Enforce leave categories and eligibility
Policy-driven consistency
Configure time-off categories, eligibility behavior, and policy enforcement for requests that enter approvals.
Employees requesting time off
Submit requests tied to balances
Fewer balance corrections
Submit time away through the workflow while balances and request outcomes stay updated.
Best for: Fits when teams need request and approval tracking with PTO balances and calendar visibility.
WhosOffice
specialistLeave and attendance management for shift-based teams.
Case-oriented leave documentation storage that ties uploads to a routed absence request.
WhosOffice manages employee absences with HR workflows for recording requests, collecting approvals, and maintaining an absence calendar view. It supports leave categories and policy-linked rules so teams can standardize request handling and reduce manual tracking.
- +Manager approval routing keeps request decisions inside the absence workflow
- +Absence calendar overlay centralizes visibility across leave categories
- +Leave documentation attachments support later case review and record retrieval
- +Leave category configuration reduces one-off handling across teams
- –Advanced intermittent leave administration requires careful rule configuration
- –Jurisdictional compliance rulesets need governance discipline to stay accurate
- –Accrual liability reporting depth is limited versus dedicated accrual engines
- –Deep payroll synchronization depends on specific HRIS integration paths
HR teams
Record leave requests with approvals
Fewer tracking gaps
People operations teams
Apply policy-linked request rules
More consistent processing
Show 2 more scenarios
Managers approving leave
Review decisions with attached documentation
Audit-ready leave history
Route manager decisions through HR workflows while keeping leave documentation attached to the case.
HR administrators
Operate without spreadsheets
Less spreadsheet maintenance
Rely on HRIS connectivity and export interfaces so absence records do not depend on spreadsheet-only tracking.
Best for: Fits when mid-size HR teams need approval workflows and an absence calendar with policy-linked categories.
HR Cloud
SMBHR platform with time-off management and onboarding.
Accrual engine that applies carryover and proration logic to leave balances during requests and edits.
HR Cloud centralizes PTO requests, approvals, and absence tracking with an administration console that supports policy-driven leave categories. The product includes accrual and carryover behavior for PTO and leave balances, plus workflows for manager routing and return-to-work steps.
- +Policy-driven accrual and carryover rules reduce manual balance edits
- +Manager approval routing fits common leave request workflows
- +Employee self-service supports calendar visibility and request submission
- +Absence history supports documentation needs during disputes
- –Complex multi-jurisdiction leave rules can require careful policy configuration
- –FMLA and ADA workflows may need additional internal processes to stay complete
- –Calendar overlay depth can lag behind tools built for shift coverage analysis
- –Advanced integrations depend on HRIS connector availability in the deployment
HR administrators
Run policy-based leave approvals
Consistent leave decisions
HR case handlers
Manage extended leave to closure
Traceable leave completion
Show 2 more scenarios
HR operations teams
Maintain structured employee records
More traceable records
Organize employee profiles and personnel documents with controlled access, search, and version history.
HR teams and department managers
Coordinate offboarding handoffs
Better process visibility
Use checklists, approvals, document handling, and status tracking to coordinate departures in a repeatable flow.
Best for: Fits when mid-size HR teams need configurable PTO workflows with manager approvals and tracked balances.
Conclusion
After evaluating 10 absence management software, Pingboard stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Absence Management Software
Absence management software records leave requests, routes approvals, and turns approved absences into system-of-record outcomes for employees, managers, and HR teams. This guide covers BambooHR, Workday, and BrightHR along with ActiPLANS, WhosOffice, HR Cloud, Vacation Tracker, Rippling, Pingboard, and Sling.
Absence Management Software for request-to-outcome workflows, approvals, and auditable absence records
Absence management software captures employee absence events, applies leave policy logic, and manages the lifecycle from request through decision and closure in a governed workflow. BambooHR centers manager approval routing that updates employee absence history so reporting stays consistent without manual reconciliation, while BrightHR uses request stages that include role-based document capture and audit-friendly case handling.
Modern absence management also depends on automation and integration surfaces that keep absence outcomes consistent across HR systems and downstream processes. Workday ties absence event outcomes into HCM workflow and payroll synchronization using the same case lifecycle, while Rippling connects leave status changes to automated provisioning actions through workflow automation and API integrations.
Absence workflows that stay consistent across approvals, documentation, and system-of-record updates
Absence management software only earns trust when each workflow stage writes the same absence event outcome to the employee record, not a parallel spreadsheet or disconnected request form. BambooHR does this by posting final absence status from manager approval routing into employee absence history so downstream reporting stays consistent without manual reconciliation.
Manager approval routing that updates employee absence history
BambooHR routes manager approvals and updates employee absence history from the approval workflow so reporting reflects the final decision. Pingboard also ties configurable approval chains to reporting relationships, so managers can validate availability in org context before approval.
Document-linked leave certification workflows tied to the absence event
ActiPLANS keeps attachments attached to each absence event by linking leave certification uploads into the routed request approval path. WhosOffice uses case-oriented leave documentation storage that ties uploads to a routed absence request for audit review.
Accrual and proration logic executed inside the absence case lifecycle
Workday runs accrual and proration logic inside absence event workflows and feeds outcomes into HCM workflow and payroll synchronization using the same lifecycle. BrightHR pairs configurable PTO accrual calculations with carryover and proration logic and then routes approvals for leave requests and supporting documents.
Integration and automation surfaces that propagate absence outcomes to other systems
Rippling triggers automated provisioning actions from leave status changes through Rippling workflows and API integrations so absence outcomes stay consistent with employee records. Workday also synchronizes payroll-ready absence outcomes using the same case lifecycle, which reduces gaps between HR records and payroll calculations.
Request stage handling with role-based document capture and closure
BrightHR includes request stages that capture supporting documents based on roles and then completes audit-friendly case handling across request, decision, and closure stages. HR Cloud provides an accrual engine that applies carryover and proration logic during requests and edits so the record stays aligned with the approved balance impact.
Choose by workflow shape, automation depth, and governance controls
The right tool depends on whether absence decisions live inside a governed absence case that writes outcomes back to employee records, or whether they exist as attachments and statuses that need separate reconciliation. BambooHR is built around manager approval routing that updates employee absence history, while Workday ties the absence lifecycle to payroll synchronization through the same case outcomes.
Map how absence decisions must write back to the employee system of record
If approval decisions must immediately update the employee absence history used for reporting, BambooHR fits because manager approval workflow posts final absence status to employee records. If absence outcomes must be payroll-ready inside a single workflow lifecycle, Workday fits because absence outcomes feed into its HCM workflow and payroll synchronization using the same case lifecycle.
Decide whether leave documentation must be event-attached for audit trails
If leave certification uploads must stay attached to each routed absence record, ActiPLANS fits because its document-linked workflow keeps attachments attached for audit review. If document storage must be organized as case-oriented uploads tied to a routed absence request, WhosOffice fits because it ties uploads to the routed absence request for audit-friendly handling.
Pick an accrual model based on where logic runs and how balances change during edits
If accrual calculations must run inside absence workflows and support carryover and proration during request and edit cycles, HR Cloud fits because its accrual engine applies carryover and proration logic to leave balances during requests and edits. If accrual and proration logic must run inside absence event workflows and connect to payroll synchronization, BrightHR fits because it pairs configurable PTO accrual with carryover and proration logic and routes approvals across document-backed requests.
Match integration scope to the systems that must react to leave status changes
If absence changes must drive workflow-triggered automation like provisioning actions, Rippling fits because its automated provisioning actions trigger from leave status changes through Rippling workflows and API integrations. If the main downstream dependency is payroll synchronization tied to absence outcomes, Workday fits because it uses the same case lifecycle for auditability between absence and payroll.
Choose the governance depth based on how complex your leave categories and exceptions are
If the organization needs governed leave requests with role-based document capture and multi-stage case handling, BrightHR fits because request stages include role-based document capture and audit-friendly case handling across request, decision, and closure. If governance needs revolve around policy configuration depth and category taxonomy, BambooHR and Workday can both require detailed configuration discipline when policies are multi-jurisdiction or policy complexity is high.
Which teams benefit from these absence management workflow models
Teams with manager-driven approval workflows need absence decisions recorded in a consistent place so managers and HR do not maintain conflicting statuses. Organizations that rely on audit traceability for certification uploads also need event-attached documents instead of separate repositories.
HR teams that want manager approval routing to post final absence status into employee records
BambooHR fits when HR needs request-to-absence recording with manager approvals and consistent absence history updates that reduce ad hoc status checking.
HR and compliance teams that require document-linked leave certification for audit review
ActiPLANS fits when approval workflows must keep attachments attached to each absence event so certification evidence follows the event outcome.
Enterprise HR and operations teams that need payroll-ready absence outcomes tied to a single workflow lifecycle
Workday fits when absence event outcomes must feed into HCM workflow and payroll synchronization using the same case lifecycle for auditability.
HR teams that run PTO accrual changes during request edits and need carryover and proration applied automatically
HR Cloud fits because its accrual engine applies carryover and proration logic to leave balances during requests and edits instead of requiring manual balance corrections.
HR and IT teams that want absence-driven automation like provisioning actions
Rippling fits when leave status changes must trigger provisioning actions through Rippling workflows and API integrations rather than staying within HR-only records.
Common implementation mistakes that break absence tracking integrity
Absence management failures usually come from workflow fragmentation where approvals, documents, and outcomes update different systems at different times. They also come from treating policy logic as static configuration rather than a governed process that must handle exceptions consistently.
Using an approval workflow but allowing document evidence to live in a separate tracker that does not attach to the absence event record
ActiPLANS prevents this by attaching leave certification uploads directly to each absence record within the routed approval workflow.
Assuming accrual and proration logic will remain correct after request edits without validating the recalculation path
HR Cloud reduces reconciliation risk by applying carryover and proration logic to leave balances during requests and edits instead of relying on manual adjustments.
Underestimating the governance work required for multi-jurisdiction policy stacks and exception handling
BambooHR and Workday can both require detailed configuration discipline when multi-jurisdiction rules increase policy complexity, so workflow tuning and testing cycles must be planned.
Treating absence workflows as HR-only when downstream systems must also react to leave status changes
Rippling ties absence-driven changes to provisioning actions through Rippling workflows and API integrations, which avoids leaving HR status updates without operational follow-through.
Overlooking coverage gaps in advanced intermittent leave administration during requirements gathering
Vacation Tracker and Sling can center on calendar-first planning or scheduling-integrated approvals, so intermittent leave administration depth should be validated against the organization’s compliance and exception needs.
How We Selected and Ranked These Tools
We evaluated how each tool handles request-to-outcome workflow integrity where approvals and absence outcomes update employee records and stay audit traceable. Features counted for 40% of the ranking because the workflows in BambooHR, Workday, and BrightHR show how manager routing, accrual execution, and documentation handling affect the final absence record.
Ease and value each counted for 30% of the ranking because the operational effort to configure multi-stage approvals and policy logic directly affects throughput for HR teams. BambooHR separated itself by routing manager approvals that update employee absence history and by maintaining absence calendar visibility that reduces ad hoc status checking.
Frequently Asked Questions About Absence Management Software
How do absence management workflows differ between BambooHR and ActiPLANS for manager approvals?
Which tools support absence outcomes that are ready for payroll synchronization as part of the same lifecycle?
What breaks if an absence system cannot store leave certification uploads with each absence case?
When does SSO provisioning matter for absence management, and which tool covers it end to end?
How does BrightHR handle accrual math, carryover, and proration compared with HR Cloud’s accrual engine?
Which absence systems provide role-based access control for HR and line managers across the absence lifecycle?
How do data migration and synchronization concerns differ for Workday versus Rippling?
When intermittent leave administration is required, which workflows best reduce manager follow-ups?
Where does calendar overlay functionality fall short for teams that depend on shift coverage analytics?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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