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.
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. The same employee, in a different county, can have a completely different set of rights.
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.
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 anothe. The same employee, in a different county, can have a completely different set of rights.
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. The same employee, in a different county, can have a completely different set of rights.
Inspired by Marli Ehrman
IF YOU'RE A PUBLIC COMPANY
57% of the Fortune 500 already name this risk in their own 10-K.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:
57% of the Fortune 500 already name this risk in their own 10-K.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:
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.
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.
FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD
FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD
FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD
Consistent guidance is the actual defense.
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 employee relations' desk as slow, exhausting work.
The most complex version of these cases 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, employee relations becomes the switchboard.
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 employee relations' desk as slow, exhausting work.
The most complex version of these cases 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, employee relations 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.
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.
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.
WORKPLACE RIGHTS GUIDANCE ENGINE
WORKPLACE RIGHTS GUIDANCE ENGINE
Which statute applies, and whether eligibility and documentation conditions mean it actually reaches this employee.
Which statute applies, and whether eligibility and documentation conditions mean it actually reaches this employee.
Which statute applies, and whether eligibility and documentation conditions mean it actually reaches this employee.
One employee, one leave request, New York City
One employee, one leave request, New York City
She needs time off to care for a family member.
She needs time off to care for a family member.
Federal floor: FMLA
Federal floor: FMLA
Unpaid, job-protected, if the employer and her tenure qualify.
Unpaid, job-protected, if the employer and her tenure qualify.
State layer: New York Paid Family Leave
State layer: New York Paid Family Leave
Paid, with its own separate eligibility rules, stacked on top of FMLA, not a replacement for it.
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
City layer: NYC Earned Safe and Sick Time
A third, separate entitlement, on top of both of the above, that most out-of-state employee relations teams never know to check.
A third, separate entitlement, on top of both of the above, that most out-of-state employee relations teams never know to check.
A third, separate entitlement, on top of both of the above, that most out-of-state employee relations teams never know to check.
A third, separate entitlement, on top of both of the above, that most out-of-state employee relations teams never know to check.
What makes this different: a conversational interface your team can use without learning a new dashboard,role-based access so frontline managers, employee relations, 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.
What makes this different: a conversational interface your team can use without learning a new dashboard, role-based access so frontline managers, employee relations, 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.
What makes this different: a conversational interface your team can use without learning a new dashboard, role-based access so frontline managers, employee relations, 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.
What makes this different: a
conversational interface your team can use without learning a new dashboard, role-based access so frontline managers, employee relations, 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.
Employee relations stops being the switchboard.
Employee relations stops being the switchboard.
Employee relations 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 manager still calls counsel when it matters. The manager just isn't the one tracking down which statute applies first.
The situation is understood
Applicable statute surfaced
Eligibility resolved
Guidance or referral, logged as it happens
Guidance or referral, logged as it happens
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.
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.
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.
1000+
500+
23,000+
23,000+
Inspired by Berthe Morisot
For your legal and IT teams, before they ask
For your legal and IT teams, before they ask
For your legal and IT teams, before they ask
For your legal and IT teams, before they ask
Case Study
Case Study
Case Study
Spotlight
“Survivors now get clear answers in seconds without sacrificing privacy or safety.”
“Survivors now get clear answers in seconds without sacrificing privacy or safety.”
HERE'S THE REALITY
HERE'S THE REALITY
Who's closely monitoring the state and local patchwork?
Who's closely monitoring the state and local patchwork?
Who's closely monitoring the state and local patchwork?
Not most employers, even though 97% say they're already struggling with it.
Not most employers, even though 97% say they're already struggling with it.
Not most employers, even though 97% say they're already struggling with it.
15%
25%
$660M
$660M
$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
The trade press
is already covering this
The trade press
is already covering this
HR Dive
Forbes
Jackson Lewis
For the Chief Compliance Officer, HR leader, or Employee Relations lead: litigation and settlement exposure that's proactively managed, because guidance was consistent across every location.
For the Chief Compliance Officer, HR leader, or Employee Relations lead: litigation and settlement exposure that's proactively managed, because guidance was consistent across every location.