Employment
Legal Matter AI for employment discrimination & wrongful termination
An employee was treated adversely, and the question is whether a protected characteristic or protected activity was the reason.
What this case usually turns on
Pretext and timing. The employer will offer a lawful reason; the file has to show it does not hold up.
Every element, checked against your file
A employment discrimination & wrongful termination claim has to make out each of these. We read every page of the documents you upload and tell you which ones the record supports — and, just as importantly, which it does not.
Protected class or activity
The employee belongs to a protected class, or engaged in protected activity such as a complaint.
Usually shown by: Personnel records, the complaint itself, HR correspondence, emails.
Adverse action
Something materially detrimental happened — dismissal, demotion, discipline.
Usually shown by: The termination letter, the disciplinary record, payroll changes.
Causal connection
The protected characteristic or activity was linked to the action.
Usually shown by: Timing between the complaint and the action, comparator treatment, statements in emails, a sudden change in performance reviews.
Pretext
The employer's stated reason does not survive the record.
Usually shown by: Performance reviews that contradict the stated reason, shifting explanations across documents, policies applied to this employee and not to others.
Damages
The employee suffered a loss.
Usually shown by: Payroll records, benefits statements, evidence of the search for new work.
What that looks like in the report
Protected class or activity — Supported. Cited to the page it came from.
Adverse action — Supported. Cited to the page it came from.
Causal connection — Not supported. Nothing in this record makes it out. Timing between the complaint and the action, comparator treatment, statements in emails, a sudden change in performance reviews would answer it.
Pretext — Supported. Cited to the page it came from.
Damages — Supported. Cited to the page it came from.
“Not supported” means not in the documents you uploaded — never that your case fails. These are the elements such a claim commonly requires, not the law of any jurisdiction, and everything is for an attorney to weigh.
What to upload
The more of the file it has, the more it can tell you is missing. Scans are fine — they are read with OCR.
- The complete personnel file
- All performance reviews, including ones from before the dispute
- The termination or disciplinary letter
- Email threads with managers and HR
- The employee handbook and any policy said to have been breached
- Any internal complaint and the response to it
- Payroll and benefits records
What you get back
- A timeline showing what happened when — especially around any complaint
- Contradictions between the stated reason and the written record
- Where policies were applied to this employee and not to others
- Which elements the documents support, and which need more
Why it beats reading it yourself
- Timing is everything and it is scattered across hundreds of emails
- Finds the performance review that contradicts the termination letter
- Reads the whole handbook against the facts, not just the clause you remembered
What the report contains
One document, every time. You say what to focus on and it leads with that — but you get the whole picture, because a file rarely turns out to hinge on the thing you expected.
Response to your request
Your question, answered directly, up front
Element coverage
Each element supported or not, with the citation
Chronology
Every dated event in order
Key facts & parties
What the documents establish, and who is who
Evidence both ways
What helps, what hurts, and what is missing
Questions to ask
Built from the gaps, for deposition or discovery
Suggested draft language
A passage you can adapt, cited throughout
Attorney review notes
What you must decide or verify
What it does not do
- It has no case law and no access to anything outside your matter. It answers from the documents you upload and cites them.
- It does not give legal advice or decide whether a claim succeeds. A supervising attorney approves every report before it is written.
- Elements vary by jurisdiction. Those above are what such a claim commonly requires — your state’s law governs.
A full analysis of a typical matter costs
$49.99 – $199.99
Estimated and approved before it runs, then settled to what it actually used. Asking a quick question costs a fraction of that.
Different kind of case? See all case types — the tool works on any matter, whether or not we hold a checklist for it.