Whether something just started feeling wrong at work, or you’ve already been fired, PIP’d, or offered severance — start here.
Pick the door that fits where you are today. You can always cross over.
Whether you’re still employed and noticing a pattern, or you’ve already been fired, PIP’d, or offered severance — the rights check works for both. About 2 minutes, no account needed.
Check My Rights — Free →Still employed and want to start documenting? Sign in to start a journal →
Works offline. Encrypted in your browser.
No account required. Data is encrypted before it leaves your device, and stays encrypted on our servers. AI analysis and cloud sync are opt-in.
17 federal laws • All 50 states • 142,000+ court rulings • 192 monitored sources
Cloud sync and AI analysis are opt-in only.
Names and details are redacted. The patterns are not uncommon.
One plaintiff had over 2,000 screenshots as evidence — but only because her employer’s machine went offline before IT could wipe the cache. Most people don’t get lucky. Start documenting now, in a place your employer can’t delete.
Start Your Career JournalAnother plaintiff was terminated with 30 seconds’ notice — access cut before he could save a file. It took him a month to recover messages from his old machine. He paid $900 across three attorney consultations before one was confident he had a situation worth pursuing. The pattern was textbook retaliation; the documentation wasn’t organized. Don’t pay attorneys to figure out if you have a valid claim. Bring them organized evidence, not confusion.
Check Your RightsA free platform that walks you through every stage — from filing your charge to resolution.
Built-in AI analysis to help you understand, respond, and build a stronger record.
All AI tools are free for workers — no upgrade prompts, no paywall.
Paste the employer’s written response. We surface the defense patterns, factual errors, and contradictions so you know exactly where to push back.
Build a point-by-point response to what the employer filed, with your timeline and evidence woven in. Ready to review, edit, and submit.
We review your timeline and evidence, flag patterns and suspicious timing, and highlight the strongest pieces of your documentation.
Most workers believe “at-will” means they have no protections. Most employers count on that belief.
Common Myth
“I live in an at-will state so I can be fired for any reason.”
Legal Reality
At-will has massive exceptions. Federal and state law prohibit firing based on race, sex, age, disability, retaliation, and more — in every state.
From identifying your rights to finding an attorney — all in one place, all on your device.
~7 step assessment (about 2 minutes) identifies which federal and state laws may protect you. Covers 17 federal statutes and state-specific laws.
Build a chronological record of events. Document incidents, reports, and retaliation to establish patterns.
Catalog all supporting evidence — emails, documents, screenshots, witness names. Organized and ready for your attorney.
Record incidents while details are fresh. Contemporaneous notes carry significant weight in legal proceedings.
Never miss a filing window. Track EEOC, state agency, and court deadlines with urgency alerts.
Plain-language guides to employment law. Understand at-will exceptions, retaliation, the ADA, FMLA, and more.
Find employment attorneys who represent workers in your state. Includes directory links and consultation prep guide.
Your data is encrypted in your browser. Optional cloud sync keeps the same encrypted data across devices. AI analysis is opt-in. No account required to start.
Walk through a short assessment about your situation (~7 steps, about 2 minutes). Get instant analysis of applicable federal and state protections.
Use the timeline, journal, and evidence vault to organize your documentation.
Generate formal letters, records requests, and organized summaries from your documentation.
Find an attorney, understand your deadlines, and take the next step with confidence.
#1
Retaliation is the most-filed EEOC charge — every year for 17 consecutive years
180
days or less to file many federal claims — miss it and you lose your right
49/50
states are at-will, but every state has exceptions that protect workers
Sources: EEOC FY 2024 Annual Performance Report; Title VII, 42 U.S.C. § 2000e (180/300-day deadlines); Montana is the sole non-at-will state (Mont. Code Ann. § 39-2-901).
Analysis covers 17 federal statutes, state-specific protections, and EEOC filing procedures across all 50 states.
Generates attorney-ready timelines, evidence catalogs, and document templates used in actual employment disputes.
Start with a free Rights Check. Takes 2-3 minutes. Nothing stored, nothing shared.
Get Started →