Automated workplace-rights workflows that save hundreds of employee relations hours, reduce risk, and drive consistency across every decision.
Automated workplace-rights workflows that save hundreds of employee relations hours, reduce risk, and drive consistency across every decision.
Every state, county, and municipality can set its own leave, accommodation, discrimination, or unemployment insurance rules. Wherever those rules differ, an employer's obligations differ with them. There are 90,000+ of these jurisdictions stacked across federal, state, county, city, each one adding to the last, making it complex for the employee relations team to manage.
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 90,000+ 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
Why this is hard to do by hand
Why this is hard to do by hand
Why this is hard to do by hand
Every request is three questions at once.
Every request is three questions at once.
Someone asks for time off to care for a parent. Before anyone can answer, three things have to be settled.
Which right is in play. Where they actually work. And whether they meet the conditions attached to that right, in that place.
None of the three narrows the other two. The same request, one county over, is a different question. The same person, in the same county, asking for an accommodation instead of leave, is a different question again.
Each dot from the graph below is one request, sitting somewhere on all three axes at once. That is why each employee situation is unique, and why there's no way to know which combination the case is in until all three have been checked.
Which right is in play. Where the employee actually works. And whether they clear the conditions attached to that specific right, in that specific place.
None of the three narrows the others. A caregiving question in one county and a caregiving question in the next one over are not the same question. The same employee, in the same county, asking about
accommodation instead of leave, is not the same question either.
Which right is in play. Where the employee actually works. And whether they clear the conditions attached to that specific right, in that specific place.
None of the three narrows the others. A caregiving question in one county and a caregiving question in the next one over are not the same question. The same employee, in the same county, asking about
accommodation instead of leave, is not the same question either.
FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD
FOR THE CHIEF COMPLIANCE OFFICER, HR LEADER OR EMPLOYEE RELATIONS LEAD
FOR THE EMPLOYEE RELATIONS LEAD, CHIEF COMPLIANCE OFFICER OR HR LEADER
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.
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.
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. 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.
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.
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.
IF YOU'RE A PUBLIC COMPANY
74% 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:
74% 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:
90% 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:
These laws and regulations relate to matters such as employment discrimination, wage and hour laws, requirements to provide and document meal and rest periods or other benefits, family leave mandates, requirements regarding working conditions and accommodations to certain employees, requirements relating to setting and changing work schedules… We incur substantial costs to comply with these laws and regulations and non-compliance could expose us to significant liabilities."
— A Fortune 500 Firm, FY2025 10-K
These laws and regulations relate to matters such as employment discrimination, wage and hour laws, requirements to provide and document meal and rest periods or other benefits, family leave mandates, requirements regarding working conditions and accommodations to certain employees, requirements relating to setting and changing work schedules… We incur substantial costs to comply with these laws and regulations and non-compliance could expose us to significant liabilities."
— A Fortune 500 Firm, FY2025 10-K
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.
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.
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%
Closely monitoring the state and local patchwork
Closely monitoring the state and local patchwork
25%
Multi-state employers fined in the past 24 months
Multi-state employers fined in the past 24 months
$660M
$660M
$660M
recovered from employers by the EEOC in FY2025 alone
recovered from employers by the EEOC in FY2025 alone
Uplevyl works inside the systems your employee relations team already uses. Describe an employee's situation in plain language and it returns the rights that actually apply, the documentation required, and when to escalate — every answer backed by a full audit trail.
Uplevyl works inside the systems your employee relations team already uses.
Uplevyl works inside the systems your employee relations team already uses. Describe an employee's situation in plain language and it returns the rights that actually apply, the documentation required, and when to escalate — every answer backed by a full audit trail.
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
State, county, employer size, tenure, situation type, drawn from the conversation, not a guess at which statute applies.
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.
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.
Size thresholds, tenure requirements, documentation standards, checked against the specific facts, not assumed.
Inspired by Berthe Morisot
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+
Every applicable statute — read, tagged, and sourced.
Every applicable statute — read, tagged, and sourced.
500+
Eligibility and documentation conditions modeled for every statute.
Eligibility and documentation conditions modeled for every statute.
90,000+
90,000+
Jurisdictions in scope as coverage builds toward all 50 states
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
For your legal and IT teams, before they ask
Every rule matched to an official citation with a live source
Every rule matched to an official citation with a live source
Enacted law only, commentary and blog posts excluded
Enacted law only, commentary and blog posts excluded
No employee PII required to return a jurisdiction-exact answer
No employee PII required to return a jurisdiction-exact answer
Enterprise-grade trust and security architecture, built for sensitive, high-stakes disclosures
Enterprise-grade trust and security architecture, built for sensitive, high-stakes disclosures
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
Case Study
Case Study
Case Study
Spotlight
A survivor-support nonprofit needed one private, state laws aware hub for information, legal forms, and support pathways. Accurate, multilingual, and safe to use.
A survivor-support nonprofit needed one private, state laws aware hub for information, legal forms, and support pathways. Accurate, multilingual, and safe to use.
“Survivors now get clear answers in seconds without sacrificing privacy or safety.”
“Survivors now get clear answers in seconds without sacrificing privacy or safety.”
Our promise as a partner
Safety first, built into everything
We take trust and safety seriously from the very beginning. Everything we build protects people’s information through strong privacy practices, secure systems, and limited access. Our tools have built-in safety checks and clear boundaries so people can use them confidently and without slowing down.
High impact, sensible costs
We believe resources should go toward making a real difference, not extra expenses. That’s why we create powerful AI tools that are easy to use and don’t cost a fortune. You get the strength of high-end technology at a price that works for real organizations doing important work.
Partner‑Level CTO services
We work with you as a hands‑on product and engineering partner. We co‑solution your roadmap,
architecture, integrations, and governance, ship stable releases, and de‑risk decisions so your team moves faster with clarity and assurance.
Our promise as a partner
Safety first, built into everything
We take trust and safety seriously from the very beginning. Everything we build protects people’s information through strong privacy practices, secure systems, and limited access. Our tools have built-in safety checks and clear boundaries so people can use them confidently and without slowing down.
High Impact, sensible costs
We believe resources should go toward making a real difference, not extra expenses. That’s why we create powerful AI tools that are easy to use and don’t cost a fortune. You get the strength of high-end technology at a price that works for real organizations doing important work.
Partner‑Level CTO services
We work with you as a hands‑on product and engineering partner. We co‑solution your roadmap,
architecture, integrations, and governance, ship stable releases, and de‑risk decisions so your team moves faster with clarity and assurance.
Our promise as a partner
Safety first, built into everything
We take trust and safety seriously from the very beginning. Everything we build protects people’s information through strong privacy practices, secure systems, and limited access. Our tools have built-in safety checks and clear boundaries so people can use them confidently and without slowing down.
High impact, sensible costs
We believe resources should go toward making a real difference, not extra expenses. That’s why we create powerful AI tools that are easy to use and don’t cost a fortune. You get the strength of high-end technology at a price that works for real organizations doing important work.
Partner‑Level CTO services
We work with you as a hands‑on product and engineering partner. We co‑solution your roadmap,
architecture, integrations, and governance, ship stable releases, and de‑risk decisions so your team moves faster with clarity and assurance.
Our promise as a partner
Safety first, built into everything
We take trust and safety seriously from the very beginning. Everything we build protects people’s information through strong privacy practices, secure systems, and limited access. Our tools have built-in safety checks and clear boundaries so people can use them confidently and without slowing down.
High impact, sensible costs
We believe resources should go toward making a real difference, not extra expenses. That’s why we create powerful AI tools that are easy to use and don’t cost a fortune. You get the strength of
high-end technology at a price that works for real organizations doing important work.
Partner‑Level CTO services
We work with you as a hands‑on product and engineering partner. We co‑solution your roadmap,
architecture, integrations, and governance, ship stable releases, and de‑risk decisions so your team moves faster with clarity and assurance.
Perspectives
Shaping the Future
of Women’s Wealth
Research, conversations, and insights from leaders examining how women’s wealth is changing—and what financial institutions need to understand next.
The Great Wealth Transfer Is Already Underway
Shubhi Rao on what this historic shift means for women, families, and wealth advisors.
The Great Wealth Transfer Is Already Underway
Shubhi Rao on what this historic shift means for women, families, and wealth advisors.
How Can Women’s Investment Decisions Shape the Future of Finance?
How Can Women’s Investment Decisions Shape the Future of Finance?
Workplace rights can exist at federal, state, county, city and municipality level, and can change at any time. Managing employee relations is complex and is often reflected as a risk factor in 10-Ks: of the Fortune 500 filings we have analyzed, almost 80% acknowledge multi-jurisdiction workplace compliance risk. In addition, the employee relations team has to coordinate across employee records, systems and experts manually to get guidance — making this a cumbersome and time-consuming process.
Workplace rights can exist at federal, state, county, city and municipality level, and can change at any time. Managing employee relations is complex and is often reflected as a risk factor in 10-Ks: of the Fortune 500 filings we have analyzed, almost 80% acknowledge multi-jurisdiction workplace compliance risk. In addition, the employee relations team has to coordinate across employee records, systems and experts manually to get guidance — making this a cumbersome and time-consuming process.
Workplace rights can exist at federal, state, county, city and municipality level, and can change at any time. Managing employee relations is complex and is often reflected as a risk factor in 10-Ks: of the Fortune 500 filings we have analyzed, almost 80% acknowledge multi-jurisdiction workplace compliance risk. In addition, the employee relations team has to coordinate across employee records, systems and experts manually to get guidance making this a cumbersome and time-consuming process.
Perspectives
Shaping the Future
of Women’s Wealth
Research, conversations, and insights from leaders examining how women’s wealth is changing—and what financial institutions need to understand next.
The Great Wealth Transfer Is Already Underway
Shubhi Rao on what this historic shift means for women, families, and wealth advisors.
The Great Wealth Transfer Is Already Underway
Shubhi Rao on what this historic shift means for women, families, and wealth advisors.
How Can Women’s Investment Decisions Shape the Future of Finance?