Free, private tools to understand your protections and build the record your situation deserves — whether it just started feeling wrong at work, or you’ve already been let go.
About 2 minutes · No account needed · Plain-English results
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Works offline. Encrypted in your browser.
Data is encrypted before it leaves your device. AI analysis and cloud sync are opt-in.
A record your attorney can actually use — built one entry at a time.
143,000+
court rulings analyzed
17
federal statutes covered
50
states + DC
187
sources monitored
Most employment matters take months — often years — to resolve. The tools change as your situation does, from the first uneasy week to the final decision. Nothing here expires, and nothing rushes you.
Something feels wrong
01
Documenting
02
Charge filed
03
Investigation
04
Resolution
05
Two common patterns — and why timing matters.
If something at work starts to feel wrong, the time to save what you’re seeing is now — while you still have access. Records kept only on a work system can disappear the moment you’re let go. Keep your own copy somewhere your employer can’t reach or delete.
Start Documenting NowTerminations often happen fast, with access cut before you can save anything — and piecing it back together afterward is slow. Walking into a consultation with scattered memories instead of an organized record costs time and money. Bring an attorney a clear timeline and evidence, not confusion.
Check My 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).
This started with a simple gap: there was no free, private place for workers to understand their rights without handing their story to a law firm fishing for a client, or risking their employer seeing it. So we built one. No ads, no upsells, no catch.
We don't take cases or solicit you. These are educational tools — using them creates no attorney-client relationship.
Not built by, funded by, or sharing data with any employer or HR vendor. Your documentation is yours alone.
No data brokers, no ad networks, no tracking your story for resale. Your entries are encrypted in your browser.
Always free for workers. Independent — not affiliated with any government agency, law firm, or company.
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.
More on our approach in About, Methodology, and our Privacy Policy.
Start with a free Rights Check. Takes a few minutes. Private by default — your answers stay in your browser.
Get Started →