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HR compliance software for employers under 500, and the firms that serve them

Every filing, poster and notice your company owes. Dated, assigned, proven.

Churro computes your federal, state and local HR obligations from a few facts about the company, puts a deadline and an owner on each one, and keeps the evidence it was done.

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14-day trial. No card. Every account starts on it.

Due in the next 30 daysOakline Bakery · 32 employees · California
  • Sexual harassment prevention trainingTraining · California Civil Rights Department
    Jurisdiction
    • CA
    Status
    In progress
    in 8 days1
  • Workplace posters: federal setPosting · U.S. Department of Labor
    Jurisdiction
    • US
    Status
    Open
    in 14 days0
  • Summary annual report to plan participantsNotice · U.S. Department of Labor
    Jurisdiction
    • US
    Status
    Open
    in 27 days0

What it does

The parts of compliance HR is accountable for, tracked as obligations with a date, an owner and proof.

  1. Every obligation, dated

    Filings, postings, notices, training and recordkeeping across federal, state and local law, with due dates computed from your headcount, states, plans and contracts.

    ObligationsOakline Bakery · federal, California and San Francisco
    • Form 5500 annual returnRecurring filing · DOL and IRS
      • US
      in 14 daysComplete2
    • Pay data reportRecurring filing · California Civil Rights Department
      • CA
      in 7 monthsScheduled0
    • Paid sick leave notice to new hiresEvent notice · San Francisco Office of Labor Standards Enforcement
      • SF
      in 5 daysOpen0
    • OSHA Form 300A postingPosting · OSHA
      • US
      in 4 monthsScheduled0

  2. Each one explains itself

    An obligation names the facts that made it apply, the rule version it came from and the source it cites, so nobody has to take the software’s word for it.

    FMLA general notice postingWhy this applies · 29 CFR 825.300

    Why this applies to you

    Applies to youYour roster meets the test below, so the notice must be posted and in the handbook.
    Facts we hold
    Employees in 20 or more workweeks
    52From roster
    Employees within 75 miles
    52One worksite
    The test

    An employer with 50 or more employees in 20 or more workweeks of the current or preceding year is covered.

    29 CFR 825.300Rule version 2026.3 · effective Jan 1, 2026
    This information is provided for general informational purposes only and does not constitute legal advice. Consult qualified counsel about your specific circumstances.

  3. Proof, kept where it belongs

    Confirmation numbers, files and attestations attach to the obligation they satisfy and stay in an audit trail that nothing rewrites.

    Form 5500 annual return · plan year 2025Evidence

    Evidence3

    • EFAST2 filing confirmationConfirmation
      CONF-2026-0728-41077Captured by Harbor Benefits · Jul 28, 2026 at 9:05 AM PT
    • Form 5500 as filed.pdfVerified
      1.4 MB · sha256 9f2c…e41aCaptured by Harbor Benefits · Jul 28, 2026 at 9:07 AM PT
    • Summary annual report distributed to participantsVerified
      Captured by Priya N. · Sep 15, 2026 at 11:20 AM PT
    Hashes are recomputed nightly. A mismatch means the stored file changed after capture.

  4. Told before it is late

    A digest on your schedule, an immediate notice when something goes overdue, and a calendar feed your team already reads.

    ActivityWhat the product sent, and when
    1. Monday digest sent to 3 people
    2. Overdue notice sent: Workplace posters, federal set
    3. Calendar feed updated with 6 upcoming deadlines

  5. Facts from where they live

    Import a roster from a spreadsheet or connect your payroll system; headcounts and thresholds follow, with the source of every fact visible.

    Roster importoakline-roster-sep.csv · 52 rows

    1 new obligation

    FMLA general notice posting

    due Oct 6, 2026

    What changes about the company

    Employees (US)

    49 → 52

    Employees in 20+ workweeks

    49 → 52

    3

    New employees

    49

    Updated

    0

    Unchanged

    1

    Not in the file

    One employee on file is absent from the file and was left unchanged.

    52 rows would be imported.

  6. Built for firms too

    Brokers, PEOs and HR consultants see every client on one board and hand a TPA or accountant exactly one obligation, nothing else.

    Firm dashboardHarbor Benefits · 6 clients
    Portfolio6 companies
    Overdue
    1
    Due in 7 days
    2
    Due in 30 days
    3
    Clear
    2

How it works

  1. 1

    Tell it about the company

    States with employees, headcount, benefit plans, contracts. Ten minutes, and every answer maps to a fact the rules read.

  2. 2

    See what applies, and why

    The rules library is evaluated against those facts and the obligations appear, each with the reason it is there and the source it cites.

  3. 3

    Do the work, keep the proof

    Assign, complete, attach evidence. When the law or your facts change, the list changes and you are told why.

Where it applies

Federal rules for every company. State and local rules today in 52 states and territories and 35 of their cities and counties, with more arriving as reviewed batches. Hover a state for one thing it asks of employers.

Questions

Is this legal advice?

No. The product tracks obligations, explains which facts made each apply, and points at the source. Decisions about your situation are yours and your counsel’s, and every guidance surface says so.

Which states are covered?

Federal rules for every company. State and local rules today for New York, California, Oregon, Washington, Minnesota, Illinois, New Jersey, Colorado, Massachusetts, Maryland, Connecticut, Pennsylvania, Virginia, District of Columbia, Michigan, Ohio, Texas, Florida, Georgia, North Carolina, Tennessee, Arizona, Maine, Delaware, Rhode Island, Vermont, Hawaii, Nevada, New Mexico, Wisconsin, Nebraska, New Hampshire, Montana, Missouri, Alaska, Louisiana, South Carolina, Alabama, Kentucky, Utah, Iowa, Indiana, Oklahoma, Kansas, Arkansas, Mississippi, Idaho, West Virginia, South Dakota, North Dakota, Wyoming, Puerto Rico and 35 of their cities and counties; more states arrive as reviewed batches, and a company elsewhere sees its federal obligations only.

Does it file anything for us?

Not in this version. It tells you what is due and when, keeps the proof you did it, and leaves the filing to you or your provider.

What employee data does it hold?

Only what is needed to decide which obligations apply: work state, hire and termination dates, hours and classification, an optional birth date for the rules that turn on age, and legal names sealed with their own key. Never Social Security numbers, home addresses, bank details or pay rates.

How does the trial work?

Every account starts on a 14-day trial with every state and every feature, and no card. When it ends, what is already there stays readable; choosing a plan turns creation back on.

Is it SOC 2 certified?

Not yet. It is built for a SOC 2 audit, with a published control map, policies and an evidence export, and the security page says exactly what is in place and what is still owner-side.

See what your company owes this quarter.

Every state and every feature for 14 days. No card, no sales call, and nothing is deleted when the trial ends.

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