Send HR documents with confidence — 100+ compliance checks in about 60 seconds
DefensibleHR.ai is an AI-powered assistant that scans your workplace documents for potential legal risks in about 60 seconds — biased language, OWBPA gaps, contractor misclassification, and 100+ compliance checks across 30 categories that outside counsel often bills $400/hr to review. A first pass for you and your counsel — not a replacement for legal advice.
PII redacted before AI analysis · Original files never stored · No account needed for your first scan
Built by an executive whose job included being sure of every document he signed.
What a scan gives you
- Severity-ranked findings — critical issues first, so you fix what matters most.
- 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 — 100+ compliance checks that flag potential issues 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.
AI scans across 30 categories
Our AI reviews your document across 30 risk categories in about 60 seconds — checks modeled on the issues employment attorneys look for.
Review and fix
Each issue comes with a severity rating, the exact problematic excerpt, and a specific suggestion for how to fix it. Export a remediation memo with example replacement language to review with counsel. Rescan to verify.
One biased sentence can unravel an entire investigation
100+ compliance checks across 30 risk categories — each scan applies the checks relevant to your document type
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
- Issues flagged per scan100+ compliance checks
- 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.
Simple, transparent pricing
Less per month than a single hour of attorney review
- All 100+ checks across 30 categories
- PDF, DOCX & TXT support
- Severity-rated issue reports
- Jurisdiction detection with state labor department links
- Remediation memo export with example replacement language
- Scan history & audit trail
- Everything in Starter
- Team workspace (3 seats)
- Member roles & team access controls
- Everything in Professional
- SSO & audit log
- API access
- Dedicated account manager
- Custom compliance rulesets
Wondering how this compares to ChatGPT or Claude? Read the honest side-by-side →
Your next termination letter could be Exhibit A
Scan it first. Fix the risks. Sleep better.
Scan your first document freeScan 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.