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.
See how it works ->
WHY IT MATTERS
WHY IT MATTERS
When the answer is wrong, incomplete, or inconsistent, the question does not stop at the employee. It can become a compliance, documentation, litigation, and legal-risk problem.
When the answer is wrong, incomplete, or inconsistent, the question does not stop at the employee. It can become a compliance, documentation, litigation, and legal-risk problem.
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
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
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.
SAME UPLEVYL DNA. DIFFERENT DOOR.
SAME UPLEVYL DNA. DIFFERENT DOOR.
The application changes. The promise does not.
The application changes. The promise does not.
Workplace rights is one application of the Uplevyl
orchestration layer.
Workplace rights is one application of the Uplevyl
orchestration layer.
01
Trusted data
Relevant source material is brought into the experience instead of leaving the user to hunt for it.
Relevant source material is brought into the experience instead of leaving the user to hunt for it.
Relevant source material is brought into the experience instead of leaving the user to hunt for it.
02
Right context
The answer reflects the facts and jurisdiction that change the path.
The answer reflects the facts and jurisdiction that change the path.
The answer reflects the facts and jurisdiction that change the path.
03
Personalized guidance
The system moves from generic information to what this case requires.
The system moves from generic information to what this case requires.
The system moves from generic information to what this case requires.
04
Actionable workflows
Decisions turn into coordinated next steps and a visible record.
Decisions turn into coordinated next steps and a visible record.
Decisions turn into coordinated next steps and a visible record.
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, LEGAL, AND COMPLIANCE TEAMS
FOR YOUR TECHNOLOGY, LEGAL, AND COMPLIANCE TEAMS
FOR YOUR TECHNOLOGY, LEGAL, AND COMPLIANCE TEAMS
Current. Cited. Traceable.
Current. Cited. Traceable.
Current. Cited. Traceable.
The workplace application is designed around the same trust principles that underpin Uplevyl: the right source, the right context, a clear answer, and a record the team can review.
The workplace application is designed around the same trust principles that underpin Uplevyl: the right source, the right context, a clear answer, and a record the team can review.
The workplace application is designed around the same trust principles that underpin Uplevyl: the right source, the right context, a clear answer, and a record the team can review.
CURRENT
Keep pace with change.
Workplace requirements change by
jurisdiction. The experience is designed to keep guidance aligned with current source material.
Workplace requirements change by
jurisdiction. The experience is designed to keep guidance aligned with current source material.
CITED
Know what supports the answer.
Relevant guidance is tied back to its underlying source so the person using it is not left with an unsupported conclusion.
Relevant guidance is tied back to its underlying source so the person using it is not left with an unsupported conclusion.
TRACEABLE
Keep the decision visible.
What was reviewed, decided, and actioned can remain part of the case record.
What was reviewed, decided, and actioned can remain part of the case record.
Public research · advocacy work · licensed sources
SOC 2 Type II | GDPR | CCPA
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.