WORKPLACE RIGHTS INTELLIGENCE
WORKPLACE RIGHTS INTELLIGENCE
Make workplace-rights guidance easier to deliver, easier to manage, and easier to defend.
Make workplace-rights guidance easier to deliver, easier to manage, and easier to defend.
Give anyone managing employee relations, a team in HR, Legal, Operations, or a dedicated
employee-relations function, a consistent way to resolve leave, accommodation, and other
workplace-rights questions across jurisdictions.
Give anyone managing employee relations—a team in HR, Legal, Operations, or a dedicated employee-relations function—a consistent way to resolve leave,
accommodation, and other workplace-rights questions across jurisdictions.
Give anyone managing employee relations, a team in HR, Legal, Operations, or a dedicated employee-relations function, a consistent way to resolve leave,
accommodation, and other workplace-rights questions across jurisdictions.
Give anyone managing employee relations—a team in HR, Legal, Operations, or a dedicated employee-relations function—a consistent way to resolve leave, accommodation, and other workplace-rights questions across jurisdictions.
See how it works ->
Inspired by Marli Ehrman
FOR ANYONE MANAGING EMPLOYEE RELATIONS
The person employees come to is often the switchboard.
A leave or accommodation question can sound simple. The person responsible still has to work through jurisdiction, eligibility, documentation, overlapping rules, timing, and what the company needs to do next, often knowing the decision may later be reviewed.
Jurisdiction
Where the employee works
Eligibility
Which protections apply
Documentation
What must be collected
Overlapping rules
What stacks together
Next steps
Who needs to act
FOR ANYONE MANAGING EMPLOYEE RELATIONS
The person employees come to is often the switchboard.
A leave or accommodation question can sound simple. The person responsible still has to work through jurisdiction, eligibility, documentation, overlapping rules, timing, and what the company needs to do next, often knowing the decision may later be reviewed.
Jurisdiction
Where the employee works
Eligibility
Which protections apply
Documentation
What must be collected
Overlapping rules
What stacks together
Next steps
Who needs to act
FOR ANYONE MANAGING EMPLOYEE RELATIONS
The person employees come to is often the switchboard.
A leave or accommodation question can sound simple. The person responsible still has to work through jurisdiction, eligibility, documentation, overlapping rules, timing, and what the company needs to do next, often knowing the decision may later be reviewed.
Jurisdiction
Where the employee works
Eligibility
Which protections apply
Documentation
What must be collected
Overlapping rules
What stacks together
Next steps
Who needs to act
FOR ANYONE MANAGING EMPLOYEE RELATIONS
The person employees come to is often the switchboard.
A leave or accommodation question can sound simple. The person responsible still has to work through jurisdiction, eligibility, documentation, overlapping rules, timing, and what the company needs to do next—often knowing the decision may later be reviewed.
Jurisdiction
Where the employee works
Eligibility
Which protections apply
Documentation
What must be collected
Overlapping rules
What stacks together
Next steps
Who needs to act
FOR ANYONE MANAGING EMPLOYEE RELATIONS
The person employees come to is often the switchboard.
A leave or accommodation question can sound simple. The person responsible still has to work through jurisdiction, eligibility, documentation, overlapping rules, timing, and what the company needs to do next—often knowing the decision may later be reviewed.
Jurisdiction
Where the employee works
Eligibility
Which protections apply
Documentation
What must be collected
Overlapping rules
What stacks together
Next steps
Who needs to act
THE RISK IS ALREADY ON THE RECORD
THE RISK IS ALREADY ON THE RECORD
>80%
of Fortune 500 companies name workplace and employment law as a risk in their 10-K filings
of Fortune 500 companies name workplace and employment law as a risk in their 10-K filings
The complexity is operational.
The exposure is not.
A risk factor is a company's own statement to investors of what could materially hurt the business. Employment law is on that list.
A risk factor is a company's own statement to investors of what could materially hurt the business. Employment law is on that list.
TYPICAL RISK-FACTOR LANGUAGE
“Laws governing wages, leave, discrimination and worker classification vary significantly across jurisdictions… exposing us to claims, investigations and reputational harm.”
“Laws governing wages, leave, discrimination and worker classification vary significantly across jurisdictions… exposing us to claims, investigations and reputational harm.”
The filings name the exposure. The work is getting each case right, in each jurisdiction — and being able to show how.
WHAT THE SWITCHBOARD BECOMES
From scattered rules and manual research to a clear, defensible answer.
Uplevyl brings the case context, trusted data, workflows, and next steps together so the person managing the issue can move from question to resolution without stitching the process together themselves.
01 Understand
Put the case in context
02 Resolve
Surface the applicable answer
03 Orchestrate
Move the work forward
Start with the facts that change the answer.
The experience is conversational, but the result is structured around the details that matter.
ONE HR PROFESSIONAL. ONE FIRE TO PUT OUT.
The employee asks one question. The work behind the answer is much bigger.
It is 9:12 a.m. An employee has asked whether they can take leave to care for a family member. The HR professional now has to determine what applies, check the jurisdiction, understand the documentation, make sure the company is following the right process, and document the decision.
What should be a clear answer becomes another case to research, coordinate, and defend.
He has to piece together the facts, work out the path and follow up across people and systems.
Question arrives
9:12 a.m.
Research + jurisdiction check
Manual today
Documentation + next steps
Multiple handoffs
Decision record
Needs to be defensible
WHAT THE SWITCHBOARD BECOMES
From scattered rules and manual research to a clear, defensible answer.
Uplevyl brings the case context, trusted data, workflows, and next steps together so the person managing the issue can move from question to resolution without stitching the process together themselves.
01 Understand
Put the case in context
02 Resolve
Surface the applicable answer
03 Orchestrate
Move the work forward
Start with the facts that change the answer.
The experience is conversational, but the result is structured around the details that matter.
WHAT THE SWITCHBOARD BECOMES
From scattered rules and manual research to a clear, defensible answer.
Uplevyl brings the case context, trusted data, workflows, and next steps together so the person managing the issue can move from question to resolution without stitching the process together themselves.
01 Understand
Put the case in context
02 Resolve
Surface the applicable answer
03 Orchestrate
Move the work forward
Start with the facts that change the answer.
The experience is conversational, but the result is structured around the details that matter.
ONE HR PROFESSIONAL. ONE FIRE TO PUT OUT.
The employee asks one question. The work behind the answer is much bigger.
It is 9:12 a.m. An employee has asked whether they can take leave to care for a family member. The HR professional now has to determine what applies, check the jurisdiction, understand the documentation, make sure the company is following the right process, and document the decision.
What should be a clear answer becomes another case to research, coordinate, and defend.
He has to piece together the facts, work out the path and follow up across people and systems.
Question arrives
9:12 a.m.
Research + jurisdiction check
Manual today
Documentation + next steps
Multiple handoffs
Decision record
Needs to be defensible
ONE HR PROFESSIONAL. ONE FIRE TO PUT OUT.
The employee asks one question. The work behind the answer is much bigger.
It is 9:12 a.m. An employee has asked whether they can take leave to care for a family member. The HR professional now has to determine what applies, check the jurisdiction, understand the documentation, make sure the company is following the right process, and document the decision.
What should be a clear answer becomes another case to research, coordinate, and defend.
He has to piece together the facts, work out the path and follow up across people and systems.
Question arrives
9:12 a.m.
Research + jurisdiction check
Manual today
Documentation + next steps
Multiple handoffs
Decision record
Needs to be defensible
For your technology team, before they ask
For your technology team, before they ask
Built to work with your stack.
Without holding onto client PII.
Built to work with your stack.
Without holding onto client PII.
Built to work with your stack.
Without holding onto client PII.
Uplevyl handles the situations where the details decide the answer. That is a high bar on accuracy, on privacy and on proof, so we build to it every time.
Uplevyl handles the situations where the details decide the answer. That is a high bar on accuracy, on privacy and on proof, so we build to it every time.
01 / CONVERSATIONAL
01 / CONVERSATIONAL
Describe the situation naturally and explore the next step.
02 / HYPER-PERSONALIZED
02 / HYPER-PERSONALISED
The answer is built from the specifics of the case, not from a template.
Connect the client’s
circumstances with the places that matter.
03 / MULTI-
JURISDICTIONAL
03 / MULTI-JURISDICTIONAL
Rules are applied based on what applies for each unique situation
04 / COMPLIANT
04 / COMPLIANT
Every step shows the rule it is based on.
05 / DOCUMENTED
05 / DOCUMENTED
A time-stamped record of what was considered, what was decided and who approved it.
06 / WORKFLOW-
DRIVEN
06 / WORKFLOW-DRIVEN
Every case comes back as a sequence to work through, in the order it has to happen
Works alongside tools your firm already uses.
Works alongside tools your firm already uses.
COME WORK WITH US
COME WORK WITH US
Give the people managing workplace rights a better way to do the work
Give the people managing workplace rights a better way to do the work
Bring us one real question, one difficult jurisdiction, or one workflow that keeps landing on your team's desk. We'll work through it with you.
A trusted partner for the work that sits behind the answer.
A trusted partner for the work that sits behind the answer.