Workplace Rights

There are risks in every business.
And then there are risks you can control.

There are risks in every business.
And then there are risks you can control.

Every state, county, and municipality that can set its own leave, accommodation, discrimination, or unemployment insurance rule is a jurisdiction where an employer's obligations can differ. There are 23,000+ of them, stacked across four layers of law, federal, state, county, city, that layer on top of each other rather than replace one another. The same employee, in a different county, can have a completely different set of rights.

23,000+ US
jurisdictions. Four layers of law, federal, state, county, city, that stack rather than replace each other. The same employee, in a different county, can have a completely different set of rights.

Inspired by Clara Driscoll's opalescent glass designs at Tiffany Studios.

If you're a public company

If you're a public company

Check your own 10-K or 10-Q. If it includes language like this, you've already told your own investors this is a material risk:

"Compliance with an increasing number of state and local employment laws, including paid sick leave, paid family leave, and wage and hour requirements, could increase our operating costs and expose us to litigation risk."

If that's in there, in some form, you already know this isn't hypothetical.

If you're not a public company

If you're not a public company

You don't file this risk, but you're not exempt from it. 97% of employers report facing real challenges managing leave and accommodation requests. If you haven't hit this yet, you're the exception, not the rule.

Either way, keep reading.

In plain terms

Uplevyl is a conversational tool built into the systems your HR and compliance team already use.
Describe an employee's situation in plain language, and it surfaces the rights that actually apply,
the documentation required, and when to escalate, every answer backed by a full audit trail.

See exactly how it works

See exactly how it works

Is this for me

Is this for me

FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD

Consistent guidance is the actual defense.

Consistent guidance is the actual defense.

Most managers want to get this right. It's the complexity that makes it impossible to do by hand, not a lack of care. Every request means figuring out what actually applies to this employee, in this location, today, and that's why it lands on HR's desk as slow, exhausting work.

The most complex version of this event is disproportionately a woman's. We designed for that version first. Handle the hardest case correctly, and the simpler ones underneath it are already solved.

Right now, that consistency depends on one person holding it all together by hand. When a request comes in, HR becomes the switchboard.


A different number of threads every time, more for some employees, fewer for others, depending on the jurisdiction, held manually, at the same time, for every case, in every location. That's what makes the same mistake possible twice.

CAN IT DO WHAT I NEED

CAN IT DO WHAT I NEED

WORKPLACE RIGHTS GUIDANCE ENGINE

WORKPLACE RIGHTS GUIDANCE ENGINE

Which statute applies, and whether 410 eligibility and documentation conditions mean it actually reaches this employee.

Which statute applies, and whether 410 eligibility and documentation conditions mean it actually reaches this employee.

PLACEHOLDER — HR OR COMPLIANCE LEADER DISCOVERY CONVERSATION

What makes this different:

What makes this different:

a conversational interface your team can use without learning a new dashboard, role-based access so frontline managers, HR, and Legal each see only what they need, an audit trail built for compliance, insurance, and litigation review, not a support-ticket log, and a knowledge layer built from public statute text and domain experts, not scraped.

One employee, one leave request, New York City

She needs time off to care for a family member.

Federal floor: FMLA

Unpaid, job-protected, if the employer and her tenure qualify.

State layer: New York Paid Family Leave

Paid, with its own separate eligibility rules, stacked on top of FMLA, not a replacement for it.

City layer: NYC Earned Safe and Sick Time

A third, separate entitlement, on top of both of the above, that most out-of-state HR teams never know to check.

Inspired by Maria Merian

Natrualist and Illustrator, 1699

HR stops being the switchboard.

HR stops being the switchboard.

The manager still calls counsel when it matters.

The manager just isn't the one tracking down which statute applies first.

The situation is understood

State, county, employer size, tenure, situation type, drawn from the conversation, not a guess at which statute applies.

Applicable statute surfaced

Every layer that stacks, federal, state, county, city, not just the most obvious one.

Eligibility resolved

Size thresholds, tenure requirements, documentation standards, checked against the specific facts, not assumed.

Guidance or referral, logged as it happens

Sequenced steps a manager can act on right now, or a flag to escalate to counsel, recorded automatically, so the same request gets the same answer everywhere, and the record is already there if anyone ever asks why.

Sequenced steps a manager can act on right now, or a flag to escalate to counsel, recorded
automatically, so the same request gets the same answer everywhere, and the record is already there if anyone ever asks why.

None of this is static. Laws change on their own legislative calendar. The underlying data is re-verified on that same cycle, not fixed at launch and left to drift out of date.

Inspired by Maria Merian

Natrualist and Illustrator, 1699

Why DV/SA first:

guessing wrong at the frontline manager level isn't just a compliance risk. It's safety exposure, turnover cost, and avoidable insurance and litigation risk. We built this domain first because the need is highest and the stakes for getting it wrong are highest.

Sequenced steps a manager can act on right now, or a flag to escalate to counsel, recorded
automatically, so the same request gets the same answer everywhere, and the record is already there if anyone ever asks why.

224

Every rule matched to an official citation with a live source

410

Eligibility and documentation condition-types tagged

23,000+

Jurisdictions in scope as coverage builds toward all 50 states

For your legal and IT teams, before they ask

For your legal and IT teams, before they ask

Every rule matched to an official citation with a live source
Enacted law only, commentary and blog posts excluded
No employee PII required to return a jurisdiction-exact answer
Enterprise-grade trust and security architecture, built for sensitive, high-stakes disclosures

IS IT WORTH IT

IS IT WORTH IT

HERE'S THE REALITY

HERE'S THE REALITY

Who's closely monitoring the state and local patchwork? Not most employers, even though 97% say they're already struggling with it.

Who's closely monitoring the state and local patchwork? Not most employers, even though 97% say they're already struggling with it.

97%

Employers facing real leave/accommodation challenges

15%

Closely monitoring the state and local patchwork

25%

Multi-state employers fined in the past 24 months

$660M

recovered from employers by the EEOC in FY2025 alone

recovered from employers by the EEOC in FY2025 alone

THE TRADE PRESS IS ALREADY COVERING THIS

HR Dive

employers navigating an increasingly fractured state-law patchwork

Forbes

state employment law accelerating, from AI to menopause

Jackson Lewis

enforcement risk now depends more on state footprint than federal baseline

For the Chief Compliance Officer: the litigation and settlement exposure that never materializes, because guidance was consistent across every location.

For the Chief Compliance Officer: the litigation and settlement exposure that never materializes, because guidance was consistent across every location.

WHAT BACKS THIS

THE FOUNDING EMPLOYER PROGRAM

Five Employers. Filled in the order companies commit.

Five Employers. Filled in the order companies commit.

You're one of five employers whose fingerprints are on how this gets built, for your industry and your footprint, before every employer that comes after you has it. We don't have a client roster yet, by design, we're choosing our founding employers deliberately.

You're one of five employers whose fingerprints are on how this gets built, for your industry and your footprint, before every employer that comes after you has it. We don't have a client roster yet, by design, we're choosing our founding employers deliberately.

Direct input into which jurisdictions and decision domains get built first, for your industry and your footprint
Priority access before this reaches general availability
The DV/SA layer built in partnership with respected organizations in the field, whose clinical and policy expertise shaped the legal logic. The rest, Uplevyl built. We deeply respect our craft, and take care and pride in all we build

The architecture is domain-agnostic by design. Once this is proven live, the same API extends to caregiving, disability, and additional workplace-rights domains, each with its own expert partnership, on the same integration you've already adopted. Bereavement leave is a near-term addition given its narrow statutory footprint today.

Ready to see it against your own footprint?

Ready to see it against your own footprint?

Become one of our five founding employers

Become one of our five founding employers