See ComplianceHR in Action.

Real employment law scenarios, from final pay to state-specific handbooks to upcoming legislative changes, solved on the platform with Littler-authored guidance you can defend.

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Filter by the solution you're evaluating, or watch all the walkthroughs end to end.

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Looking Up Final Pay Requirements for a Pending Termination

A termination is coming, and the final paycheck rules aren't the same one state over. See the exact requirement, with citations, in under three minutes.

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Immediate payout or next regular payday? PTO payout required? Different state, different answer, and getting it wrong can trigger automatic penalties.

This walkthrough shows how to filter Reference Center to the applicable jurisdiction, pull Documentation at End of Employment and Final Pay Requirements side-by-side, and read the plain-language summary with citations.

The result: a downloadable brief ready to circulate to Payroll and management, before the termination happens.

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Using Littler On Guides to Research State-Specific Drug Testing Policies

Someone in HR needs to know today whether the company can screen a candidate. The answer is state-specific, and it's not in a summary paragraph.

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Pre-employment or current employee? Which processes are permitted, and what has to be in place first? California treats these differently, and a generic answer isn't one you'd want to defend later.

This walkthrough shows how to check the Reference Center for coverage, move into the Littler ON Guides when a question needs deeper treatment, and search a 300-page California guide down to the drug testing provisions.

The result: the applicable guidance for both applicants and current employees, with the citations behind it, in under three minutes.

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Looking Up State-Specific Paid Sick Leave Rules for a New Remote Hire

A remote hire in a state where you've never employed anyone means researching leave laws from scratch and then getting the language into your handbook.

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New York paid sick leave has its own accrual rules, covered uses, covered employees, and employer thresholds. Some cities layer on requirements the state rule doesn't cover. None of it is in your current handbook.

This walkthrough shows how to filter Reference Center to the jurisdiction, work through the state's sick leave requirements, go deeper in the 200-page New York ON Guide, then open Policy Center to find the exact policy language that applies.

The result: a working understanding of the state's leave program and compliant policy language ready to add to the handbook or issue as an addendum.

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Preparing a State-Specific Handbook Addendum

Hiring into a new state means policies your master handbook doesn't cover. Generate a compliant addendum with Littler attorneys' notes in minutes.

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Templates from the internet are a gamble you don't need to take, and building an addendum from scratch means hours of research per state.

This walkthrough shows how to open Policy Center, select the target state, and review every state-specific policy with clear notes on which ones are legally required. Toggle what you want to include, choose whether to show Littler attorneys' inline redlines, and export.

The result: a compliant, editable handbook addendum authored by Littler attorneys, ready in minutes.

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Addressing Upcoming Policy Changes Proactively

Employment law changes are rolling out on different dates across your workforce. See what's changing, when, and for whom, before it takes effect.

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Reacting means updating handbooks after the enforcement date, not before. Every jurisdiction has its own effective dates, covered-employer criteria, and redline language.

This walkthrough shows how to filter Policy Center to your jurisdictions, scan a 12-month timeline of upcoming changes, drill into what's taking effect next month, verify which employers are covered, and compare old vs. new policy language in a redline view.

The result: ready-to-deploy policy language, exported and ready to circulate across.

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Determining 1099 vs. W-2 Status Before Hiring

A consultant is about to be brought on as a contractor. Someone needs to confirm the classification holds up before the engagement starts.

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Job title doesn't determine classification. Who controls the work, how independently the worker operates, how they're compensated. Those facts do, and the standards that apply to them vary by state.

This walkthrough shows how to use Risk Center to set up an evaluation for the work state and engagement, complete a guided questionnaire on the actual working relationship, review the resulting risk assessment, and drill into the factors behind the score.

The result: a documented classification decision made before the worker is engaged, with a downloadable risk report showing what was considered and when.

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Conducting a 1099 Audit

Contractors who were correctly classified at the start of an engagement don't always stay that way. Reviewing hundreds of them manually isn't realistic.

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The useful question isn't whether everyone is labeled a 1099 in your system. It's whether the facts of each engagement actually support that classification, across every state where those contractors work.

This walkthrough shows how to use Risk Center to run the same structured evaluation across a population, apply state-specific standards to workers in different jurisdictions, and use risk results to identify which engagements warrant a closer look.

The result: a prioritized view of where to focus, a defensible basis for deciding what to review, restructure, or escalate, and a saved audit trail for each evaluation.

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Checking Exempt vs. Non-Exempt Status for Current Employees

Salaries change. Job responsibilities evolve. Exempt classifications made two years ago may not hold today.

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Exempt status isn't determined by salary alone, and the applicable threshold isn't always the federal one. Comparing job descriptions and compensation against a stack of state requirements by hand doesn't scale past a handful of roles.

This walkthrough shows how use Risk Center to evaluate compensation and duties together against the standards that apply in the employee's work state, review where the analysis flags potential exposure, and see what's driving the result.

The result: a consistent, repeatable review process across your exempt population, with documentation of what was considered at the time of each assessment.

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Review Exempt Status After Remote Relocation

Same title. Same salary. Same responsibilities. Different state, which can mean a different answer on exempt status.

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Relocation is one of the easiest classification triggers to miss, because nothing about the job appears to have changed. But salary thresholds and duties requirements don't travel with the employee.

This walkthrough shows how to run an exemption evaluation in Risk Center against the employee's new jurisdiction, assess whether compensation and primary duties still satisfy that state's requirements, and see what's driving any flagged concern.

The result: a clear answer on whether the classification holds after the move, and documentation that exemption status was reviewed when the work location changed.

Testimonials

What HR Professionals Say

Confidence on everyday decisions, built-in multi-state updates, and plain-language guidance. No legalese.

“It’s been exceptional. Always current and relevant to the ever changing nature of HR. It’s highly effective in keeping me and my company up to date on all things compliance.”

Senior Human Resources Business Partner

Hospital and Healthcare | 1001-5000 Employees

“Risk Center IC allows us to provide our clients with a deep detailed assessment at a speed that prevents any impacts to their business operations.”

Vice President

Managed Services Provider

“Risk Center OT is extremely beneficial for our organization as it allows for quick and precise analysis of a complex legal issue. I like that it provides a thorough analysis and explanation, which helps when discussing the results with our business clients. Changing exemption status is often a difficult proposition and having the expertise and analysis that this tool provides is extremely useful in that process.”

Senior Labor & Employment Counsel

Fortune 100 Multinational Conglomerate

By the Numbers: The Value of Certainty

Join thousands of organizations that have replaced legal guesswork with data-driven, expert-backed compliance.

90%

Cost Reduction

Achieve faster results at a fraction of the cost of traditional legal fees.

10,000+

Legal Sources

Minutes Average

Generate a legally defensible overtime or IC compliance risk assessment, compared to 7-8 hours with traditional methods.

16,000

Companies

Over the last decade, we've supported more than 16,000 companies' HR compliance strategies.

States Covered

Compliant in all U.S. federal, state and municipality jurisdictions.

OUR SOLUTIONS

Self-Service Compliance Solutions: 50-State Certainty

Empower your team to master the complexity of employment law with expert-backed solutions that cover every jurisdiction.

Policy Center

Easily maintain compliant and up to date employee handbooks with Littler-authored templates for all 50 states and timeline alerts so you never miss a critical effective date.

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Reference Center

One verified source of truth for overlapping federal, state, and local law — with instant multi-state answers and proactive policy timelines on upcoming changes, no outside counsel required.

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Document Center

Generate state-specific employment documents in minutes through simple guided virtual prompts. From offer letters to leave requests — every form is current, consistent, and legally defensible.

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Risk Center

Determine overtime and independent contractor eligibility in minutes and manage misclassification risk with unbiased federal and state analysis. Clear risk reports and documented decision outputs that align HR and Legal on every engagement.

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