Try Claude
Deep ResearchAI research reports with citations
AI Tools for Employment Lawyers
AI tools that help employment lawyers research discrimination case law, analyze EEOC enforcement trends, audit wage and hour violations, and build litigation strategy.
Get started for free
Works in Chat, Cowork and Code
Total Cases Found
9th Cir. — 14 plaintiff wins on pretext
Key Evidence Type
Shifting rationales = strongest pretext signal
Comparator Standard
Courts require "similarly situated" — same supervisor
Stray Remarks Doctrine
2nd Cir. — close proximity to decision = admissible
Top Circuit for Plaintiffs
9th Circuit — most favorable pretext analysis
Discrimination and retaliation case law research
Search Title VII, ADEA, ADA, and Section 1981 decisions to find favorable precedents and distinguish adverse cases. Build your pretext arguments, comparator analysis, and damages theories on actual case outcomes.
Find 9th Circuit cases from 2018–2024 involving age discrimination under ADEA where the employee established pretext using statistical evidence of age-based layoffs. What comparator evidence did courts find compelling?
Found 9 relevant decisions. Key pattern: statistical evidence alone insufficient — must pair with direct comparator evidence (younger employees retained in same role). Strongest plaintiff wins: Rose v. Wells Fargo (9th Cir. 2022) — plaintiff presented emails showing manager quoted employee's retirement eligibility in RIF justification. Courts require "but-for" causation standard (Gross, 2009). Recommend gathering termination memos and retention decisions.
ToolRouter search_cases
Cases Found
9 relevant 9th Cir. decisions (2018–2024)
Statistical Evidence
Alone insufficient — must pair with comparator evidence
Strongest Plaintiff Win
Rose v. Wells Fargo (2022) — retirement eligibility quoted in RIF memo
Causation Standard
"But-for" required (Gross, 2009)
EEOC and agency enforcement research
Track EEOC enforcement actions, consent decrees, and systemic discrimination investigations. Understand what evidence the EEOC finds compelling and what settlements look like in your client's industry.
Research EEOC enforcement actions in the logistics and warehousing industry from 2020–2024. What are the most common claims and typical settlement amounts for 50+ employee class actions?
EEOC logistics sector enforcement (2020–2024): 47 actions found. Most common: race harassment/hostile work environment (62%), pregnancy discrimination (18%), disability accommodation failures (12%). Average settlement in class actions: $3.2M. Largest: EEOC v. Ryder System (2023) — $7.5M race discrimination settlement covering 340 warehouse workers.
ToolRouter search_actions
CaseClaimSettlement
EEOC v. Ryder System (2023)Race discrimination$7.5M
EEOC v. XPO Logistics (2022)Pregnancy discrimination$2.7M
EEOC v. NFI Industries (2021)Hostile work environment$1.4M
47 total actions · Avg settlement $3.2M
ToolRouter research
Most Common Claim
Race harassment/hostile work environment (62%)
Pregnancy Discrimination
18% of actions
Avg Class Action Settlement
$3.2M (50+ employees)
Wage and hour law research
Look up FLSA exemption thresholds, state overtime rules, tip credit requirements, and DOL enforcement priorities. Assess misclassification risk and calculate unpaid wage exposure for clients or class action purposes.
Research California's overtime and meal/rest break requirements for non-exempt employees in the hospitality industry. What are the current PAGA penalty amounts for missed meal breaks?
California hospitality overtime: daily OT at 1.5x after 8 hours, 2x after 12 hours. Double time on 7th consecutive day. Meal breaks: 30 min unpaid after 5 hours (waivable if shift <6 hrs). Rest: 10 min paid per 4 hours. PAGA penalties: $100/employee first violation, $200 each subsequent. Aggressive DOL enforcement in hospitality since 2023 WHD initiative.
ToolRouter research
Daily Overtime
1.5x after 8h, 2x after 12h per day
Meal Break
30 min unpaid after 5h (waivable <6h shift)
Rest Break
10 min paid per 4 hours
PAGA Penalty (1st violation)
$100/employee
PAGA Penalty (subsequent)
$200/employee per violation
Non-compete and trade secret research
Research state enforcement of non-compete agreements, recent FTC rulemaking, and trade secret litigation outcomes. Advise clients on enforceability before signing or challenging restrictive covenants.
My client wants to hire an engineer from Google subject to a California non-compete. Research whether California non-competes are enforceable and whether Google has tried to enforce them via trade secret claims instead.
California non-competes: void and unenforceable per Business & Professions Code 16600 — including choice-of-law clauses per Edwards v. Arthur Andersen (Cal. 2008). Google has pursued trade secret route in 4 recent California cases (2019–2024) — all survived motions to dismiss. Key risk: Google's NDAs define "trade secrets" broadly. Recommend document isolation protocol and careful onboarding process.
ToolRouter search_cases
Non-Compete Enforceability
Void under B&P Code §16600
Choice-of-Law Clauses
Unenforceable per Edwards v. Arthur Andersen (2008)
Google Trade Secret Route
4 CA cases (2019–2024) survived MTD
ToolRouter research
Strategy
Broad NDA + trade secret claims instead of non-compete
Success Rate
All 4 recent CA cases survived dismissal
Recommended Protocol
Document isolation + careful onboarding process
Employer compliance and pay equity analysis
Research pay equity laws, analyze Bureau of Labor Statistics wage data by industry and title, and assess a client's exposure under state pay transparency and pay equity statutes.
Research the pay equity statutes now in effect in Colorado, New York, and California. What do employers need to disclose in job postings, and what are the penalties for non-compliance?
Three regimes: Colorado EPEWA (2021): salary range required in all job postings. Penalties up to $10K per posting. NY Labor Law 194-b (2023): ranges in postings for roles that can be performed in NY. California SB 1162 (2023): salary ranges in postings + pay data reporting by company size. Largest penalties: CA civil penalty $100–$10K per violation + private right of action.
ToolRouter research
Colorado EPEWA (2021)
Salary range in all job postings — penalty up to $10K/posting
NY Labor Law 194-b (2023)
Ranges in postings for roles performable in NY
California SB 1162 (2023)
Salary ranges + pay data reporting by company size
Largest Penalty
CA civil: $100–$10K per violation + private right of action
Ready-to-use prompts
Title VII pretext research
Find 4th and 5th Circuit cases from 2020–2024 where courts found sufficient pretext to deny summary judgment in race discrimination termination cases. What types of circumstantial evidence were most persuasive?
EEOC settlement research
Search for EEOC consent decrees and settlements in the financial services sector from 2021–2024 involving sexual harassment class actions. Include settlement amounts and injunctive relief terms.
FMLA violation cases
Find federal cases from 2019–2024 where employees successfully proved FMLA interference or retaliation. What circumstantial evidence of retaliatory intent did courts credit?
Arbitration clause enforceability
Research the current enforceability of mandatory arbitration clauses in employment contracts post-Viking River Cruises (2022). What carve-outs have courts allowed for PAGA claims and sexual harassment claims?
Non-compete enforceability by state
Summarize the current non-compete enforcement landscape for states: California, Texas, Florida, Illinois, and New York. Which states have new legislation effective in 2024–2025?
FLSA exemption threshold
What is the current DOL salary threshold for the FLSA white-collar exemption effective 2024–2025? Has the 2024 rulemaking been upheld by courts? What is the threshold for the highly-compensated employee exemption?
Wrongful termination damages research
Find cases from 2020–2024 where courts awarded front pay in lieu of reinstatement in Title VII cases. What factors did courts weigh, and what was the typical duration of front pay awarded?
Pay data reporting research
Research the federal EEO-1 Component 2 pay data reporting requirements and California SB 1162 pay data report requirements. Who must file, what data is required, and by when?
Tools to power your best work
PDFRead, analyze & merge PDFs
Regulatory ActionsSEC, CFPB, FDIC & Federal Register
Company LookupCompany data for UK, US & EU
Legal ResearchCase law, statutes, regulations & legislation worldwide
Economic DataCensus, FRED, and labor stats
165+ tools.
One conversation.
Everything employment lawyers need from AI, connected to the assistant you already use. No extra apps, no switching tabs.
Individual discrimination claim investigation
Build the full factual and legal foundation for a discrimination or retaliation claim before filing a charge or complaint.
Employer compliance audit
Help an employer client identify and remediate wage and hour, classification, and pay equity risks before a government audit or employee complaint.
1
Deep ResearchResearch applicable state and federal wage/hour requirements for the employer's industry
Frequently Asked Questions
Does the case law tool include NLRB decisions and ALJ rulings?
Legal Research covers federal court decisions interpreting the NLRA and published NLRB board decisions. Administrative law judge decisions at the regional level have variable coverage — for the most current ALJ rulings, supplement with the NLRB's public website.
Can I search for specific employers' EEOC enforcement history?
Yes. The Regulatory Actions tool can search for EEOC enforcement actions by employer name. Results include consent decree terms, settlement amounts, and injunctive relief. This is useful for both plaintiff-side leverage research and employer compliance benchmarking.
How do I use the economic data tool for pay equity analysis?
The Economic Data tool provides Bureau of Labor Statistics wage data by occupation, industry, and geography. You can pull median wages by job title and compare them against your client's pay data to identify statistical disparities as a starting point for pay equity analysis.
Can these tools help with class certification research?
Yes. Use Case Law to find recent Rule 23 and FLSA collective action certification decisions in your circuit, and Deep Research to identify common policies or practices that courts have found sufficient to establish commonality. Combine with company-level research for evidence of uniform policies.
Does the deep research tool cover state-specific employment law updates?
Deep Research can research state-specific statutes, regulations, and agency guidance across all 50 states. For rapidly changing areas like non-compete laws, pay transparency, and AI hiring rules, specify the state and the most recent legislative session in your query for current results.
Give your AI superpowers.
Get started for free
Works in Chat, Cowork and Code