Professional Compliance Review in about 60 Seconds per Document.
Upload a handbook, offer letter, severance agreement or termination letter. About a minute later, for each document, you get a report that:
- Quotes the exact line each finding rests on.
- Cites the statute, regulation or case behind it, with the date it took effect.
- Labels each finding required, recommended or optional for the state involved.
- Suggests example language for counsel to review.
Federal rules plus eight states. A first pass, not legal advice.
Text purged after 90 days · No training on your documents · Every finding cited · See the sample audit
No account needed for the first scan · Plans from $99 a month
What a scan gives you
- Findings labeled by what the law requires — required first, then recommended and optional, each for the state involved.
- The exact excerpt — see the sentence that triggered each finding.
- Example replacement language — a starting point to review with counsel.
- Jurisdiction detection — states referenced, with state labor department links.
Example results from a scan of a sample document.
Built for the documents HR teams write every day
Upload any workplace document. Our AI knows what to look for in each type.
Investigation Reports
Workplace harassment, discrimination, and misconduct investigation findings. Checks for investigator impartiality, witness attribution, and conclusion bias.
High litigation riskTermination Letters
Involuntary separation notices and dismissal documentation. Scans for biased language, missing policy citations, and retaliation indicators.
High litigation riskSeverance & Separation Agreements
Release agreements and separation packages. Checks OWBPA compliance for 40+ employees, ADEA waiver language, overbroad releases, and NLRA Section 7 issues.
High litigation riskLayoff & RIF Notices
Reduction-in-force notifications and mass layoff documentation. Flags WARN Act compliance, selection criteria gaps, and adverse impact analysis issues.
High litigation riskADA Accommodation Letters
Reasonable accommodation requests, approvals, and denials. Checks interactive process compliance, individualized assessment, and essential functions analysis.
High litigation riskEEOC & Agency Responses
Position statements and responses to agency charges. Checks for admissions against interest, inconsistencies with internal documents, and missing affirmative defenses.
High litigation riskIndependent Contractor Agreements
Contractor and 1099 agreements. Flags misclassification risk under IRS and ABC tests, behavioral/financial control indicators, and state-specific rules like California AB5.
High litigation riskEmployment Contracts
Employment agreements and executive contracts. Scans for unenforceable clauses, ambiguous compensation terms, IP assignment issues, and arbitration problems.
High litigation riskPIPs · Performance Reviews
Performance improvement plans and annual reviews. Flags vague expectations, missing measurable goals, inconsistent rating criteria, and documentation gaps that weaken defensibility in wrongful termination claims.
High litigation riskPlus: Non-Competes · PIPs · Performance Reviews · Offer Letters · FMLA/Leave Notices · Arbitration Agreements · NDAs · Settlement Agreements · Workplace Injury Reports · Drug Testing Notices · Background Check Notices · Final Pay Notices · COBRA Notices · Unemployment Responses · Safety Violations · Union Communications · IP Assignments · Remote Work Agreements · Compensation Plans · Job Descriptions · Policy Acknowledgments · and more
Who uses DefensibleHR.ai
From solo HR managers to enterprise legal teams
HR Directors & Managers
Scan documents before they leave your desk. Flag potential issues that could expose your company to litigation, without waiting days for legal review.
Employee Relations Specialists
Process investigation reports and disciplinary actions with confidence. Check every document for compliance risks before filing.
Employment Attorneys
Accelerate document review for clients. Use AI-flagged issues as a starting checklist, then focus your billable time on strategy and judgment calls.
Small Business Owners
No in-house counsel? Get a second set of eyes on employee documentation — each flag points at the line and cites the requirement, so you know what to ask about before a document goes out.
Running HR alone? Built for the HR Department of One →
How it works
Three steps to a more defensible document
Upload your document
Drag and drop any PDF, DOCX, or TXT file. Termination letters, severance agreements, PIPs, offer letters, ADA/FMLA notices, EEOC responses, contractor agreements, or any HR document up to 10MB.
Checked against published requirements
The document is checked against a maintained library of federal and state rules — each with its statute, regulation, or case, an effective date, and a last-reviewed date — for the jurisdictions you operate in. About a minute.
Review and fix
Each finding is labeled required, recommended, or optional for its jurisdiction, quotes the exact line, cites its authority, and comes with a specific suggestion. Export a remediation memo with example replacement language to review with counsel. Rescan to verify.
One biased sentence can unravel an entire investigation
Every check rests on published authority — each scan applies the rules relevant to your document type and jurisdictions. How the rule library is built and reviewed →
Biased or prejudicial language
Predetermined conclusions, subjective characterizations, emotionally charged wording, and opinions stated as fact.
Retaliation indicators
Timing patterns or language suggesting discipline follows a complaint, whistleblower report, EEOC charge, or leave request.
Protected class references
Unnecessary mentions of age, gender, race, religion, disability, pregnancy, or national origin that create legal exposure.
Severance & OWBPA compliance
Missing OWBPA disclosures for 40+ employees, ADEA waiver gaps, overbroad releases, and NLRA Section 7 violations.
Contract & non-compete enforceability
Unenforceable clauses, state-specific non-compete bans, missing at-will disclaimers, and arbitration issues.
ADA, FMLA & leave compliance
Interactive process failures, missing eligibility determinations, benefit continuation gaps, and job restoration issues.
Contractor misclassification
Misclassification risk under IRS 20-factor and ABC tests, behavioral/financial control indicators, and state-specific rules.
WARN Act & RIF compliance
60-day notice requirements, selection criteria documentation, adverse impact analysis gaps, and bumping rights obligations.
Due process & documentation gaps
Skipped progressive discipline, missing dates, unattributed witness statements, and chronological inconsistencies.
Workplace safety & OSHA
Incomplete incident reports, missing OSHA 300 entries, retaliation against reporters, and workers' comp notice gaps.
Plus 20 more categories: FCRA/background checks, drug testing, EEOC responses, final pay, COBRA, settlement agreements, union/NLRA, IP assignment, compensation plans, and more.
Don't let a compliance gap turn a good decision into a costly mistake
Compare the cost of a scan versus the cost of getting it wrong
Without DefensibleHR
- Attorney document review$400–$600/hr
- Typical review time per doc1–3 hours
- Wrongful termination settlement$40K–$300K
- EEOC discrimination charge$50K–$500K
- Turnaround time2–5 business days
With DefensibleHR
- Cost per scan~$4–$8
- Scan timeAbout 60 seconds per document
- What you get backThe line, the authority, the fix
- Specific fix suggestionsIncluded
- Available24/7, instant
A scan doesn't replace counsel — it's the systematic check before a document goes out, so the questions that do need a lawyer reach one faster and cheaper.
Every price, on the page
Direct plans for HR teams by the month. Consultant plans by client count, billed annually.
- Client workspaces with per-client states
- Batch audits of up to 50 documents
- Branded PDF report and Word redlines
- 100 / 300 / 800 documents a year; overage $45
- Findings with citations and the exact line
- Remediation memo, PDF report, Word redline
- One free document a month, no card
Wondering how this compares to ChatGPT or Claude? Read the honest side-by-side →
See the deliverable before you buy
The sample audit: 42 documents from a fictional client, 162 findings, every one cited.
Open the sample auditScan results are AI-generated without human review and may be incomplete or inaccurate. Not a law firm; not legal advice; DefensibleHR LLC is not responsible for decisions or outcomes based on results. Always consult a qualified employment attorney.