Your AI HR Copilot — Answers in Seconds, Not Days
Ask any HR question and get clear, practical guidance instantly: employee relations situations, compliance questions, documentation help, and policy interpretation — backed by HR best practices.
Sign up free
No credit card required — get 5 free questions to try it out
What the HR Copilot does
The HR Copilot is an AI assistant trained to think like an experienced HR professional. Instead of digging through outdated handbooks or waiting on a callback from outside counsel, you type your question and get a clear, actionable answer — along with the reasoning behind it, so you understand not just the "what" but the "why."
Employee Relations
Get guidance on conflicts, performance issues, terminations, and how to handle sensitive employee situations fairly and consistently.
Compliance
Ask about FMLA, ADA, wage & hour rules, and other regulatory questions and get plain-English explanations.
Documentation
Get help drafting write-ups, investigation notes, and other HR documentation that holds up if challenged later.
Policy Questions
Clarify how a policy should apply to a real situation, or get a starting point for writing a new one.
See it in action
The exchanges below are illustrative examples to show how the Copilot responds — not real conversations or real employee data.
Example
Q: An employee says a coworker made an inappropriate comment. What are my first steps?
A: Start by taking the report seriously and documenting it promptly — date, time, exact wording if possible, and any witnesses. Keep the reporting employee's concerns confidential to the extent possible, and avoid making assumptions before you've gathered facts. Next, determine whether this needs a formal investigation...
Example
Q: Do I have to grant a leave request under the ADA if the employee hasn't used FMLA yet?
A: Yes — the ADA and FMLA are separate obligations that can run concurrently or independently. An employee doesn't need to qualify for or exhaust FMLA to be entitled to a reasonable accommodation, including leave, under the ADA if their condition qualifies as a disability...
Example
Q: What should go into a written warning so it holds up later?
A: A solid written warning documents the specific conduct or performance issue (with dates and examples, not generalities), references the policy or expectation that was violated, notes any prior related conversations, and clearly states the expected change and consequences of it not occurring...