HR compliance tracking: what it does, and what it does not

It tracks the compliance obligations HR is accountable for. It is not an HRIS and not payroll, and it files nothing on your behalf.

Knowing what applies

A versioned rules library
Requirements are written as effective-dated rules with citations, versioned like code and released with a record of what changed, not as a checklist someone copied once. Each rule shows its review status.
Federal, state and local
Jurisdictions down to the city where an ordinance applies by where work is performed. Federal rules for every company. State and local rules today for New York, California, Oregon, Washington, Minnesota, Illinois, New Jersey, Colorado and 16 of their cities and counties; more states arrive as reviewed batches, and a company elsewhere sees its federal obligations only.
Thresholds watched
Headcount, participant and hours thresholds are tracked as facts, so crossing 50 employees changes the list rather than surprising you a year later.

Owners and collaborators
Assign an obligation to a person, or give an outside TPA or CPA one obligation and nothing else.
Evidence with fixity
Files, confirmation numbers and attestations, each with a SHA-256 and a timestamp, attached to what they prove.
Notices that escalate
A digest at the hour you choose, immediate notices for overdue work, and escalation to the account owner when nothing moves.

Payroll connection
Connect a payroll system and the roster syncs nightly; when it disagrees with what you told us, you decide which wins.
Rule changes, explained
When a rule in the library changes in a way that affects what you owe, the companies it reaches are told, in plain words.
Drafted by a model, published by a person
A model reads public sources such as the Federal Register and drafts changes for our staff. Nothing it drafts reaches you until a person has approved it.

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