Free · Confidential · AI-Powered

Were You Wrongfully Fired, Harassed, or Denied Fair Pay?

Millions of workers are owed compensation they never collect — because they don't know they have a claim. Our AI evaluator helps you find out in minutes.

FreeNo upfront cost
50 StatesNationwide coverage
3 minTo get your answer

No login required. No attorney-client relationship is formed by using this tool.

100% confidential
No spam or robocalls
Built by employment attorneys
AI-powered case analysis
All 50 states

What we evaluate

Common employment claims

Our AI evaluator covers the most common — and most valuable — employment law claims. Click any to start your evaluation.

⚖️
Wrongful termination
Fired for illegal reasons — discrimination, retaliation, whistleblowing, or in violation of your contract.
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Discrimination
Treated differently because of race, gender, age, disability, religion, national origin, or other protected characteristic.
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Harassment
Sexual harassment, hostile work environment, or unwanted conduct that affected your ability to do your job.
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Wage & hour theft
Unpaid overtime, minimum wage violations, misclassification as contractor, or off-the-clock work demands.
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📢
Retaliation
Punished for reporting misconduct, filing a complaint, taking protected leave, or exercising your legal rights.
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Not sure what I have
Let our AI identify the strongest potential claims based on what happened to you.
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Case evaluator

Find out where you stand

Answer a few quick questions, then chat with our AI about what happened — no personal details required until you're ready.

Step 1 of 4 — Your situation

What best describes your current situation?

Select the option that most closely matches what you're experiencing.

Step 2 of 4 — Nature of the issue

What do you believe happened to you?

Select all that apply — multiple claim types can strengthen your case.

Step 3 of 4 — Your employer

How large is (or was) your employer?

Employer size determines which federal and state protections apply to you.

Step 4 of 4 — Timeline

When did the main incident or termination occur?

Employment claims have strict filing deadlines. This is one of the most important factors.

Case Intake Advisor
Online — ready to evaluate your case
AI-powered · Confidential · Not legal advice
This AI conversation is for informational purposes only and does not constitute legal advice. No attorney-client relationship is created by this interaction.

The process

How it works

Fast, private, and genuinely useful — designed by employment attorneys to surface the cases that matter.

01
Quick screening form
4 questions about your situation, employer, and timeline. Takes under 2 minutes.
02
AI intake conversation
Our AI speaks with you directly — asks the follow-up questions an employment attorney would ask.
03
See your case snapshot
Get an honest read on your situation — claim types identified and overall strength — before sharing any personal details.
04
Connect with an attorney
If you want to go further, enter your details to unlock the full assessment and get a free consultation with an employment attorney.

Questions

Frequently asked questions

No. Completing this evaluation — including the AI conversation — does not create an attorney-client relationship. You are not represented by any attorney until you sign a formal retainer agreement.
Your information is kept strictly confidential. We do not sell, rent, or share your personal information with third parties outside of the attorney referral process.
The evaluation here is completely free. If we connect you with an attorney, the initial consultation is also free. Employment attorneys typically work on contingency — meaning they only get paid if you win.
Possibly. Severance agreements can be challenged if signed under duress, without adequate time to review, or if they attempt to waive rights that can't legally be waived. An attorney should review your agreement.
Arbitration agreements don't eliminate your rights — they change the forum. Some claims (particularly sexual harassment under the EFAA) cannot be forced into arbitration. An attorney can assess enforceability.
Deadlines vary by claim type and state. Federal discrimination claims typically require an EEOC charge within 180–300 days. Wage claims often allow 2–3 years. The sooner you act, the more options you have.