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A free, practitioner-grade AI assistant for U.S. HR questions.

Advisor Mode returns a case-style memo with applicable law, recommended steps, documentation tips, and citations. Investigator Mode walks you through an incident intake and produces a clean, formatted memo that can be presented to in-house or outside legal counsel. Below are the topics HR leaders ask about most.

Short answer

Ask HR AI is a free, practitioner-grade AI assistant that answers U.S. HR compliance questions with jurisdiction-specific citations.

Ask HR AI covers background screening, FCRA adverse action, ban-the-box and Fair Chance hiring, wage and hour, leaves and accommodations, I-9 and work authorization, EEO, and workplace investigations across all 50 states and DC. Advisor Mode returns a case-style memo with applicable law and recommended steps, while Investigator Mode walks through an incident intake and produces a memo formatted for legal counsel. It is free to use with a name and email, and it is not a substitute for legal advice.

Topics

FCRA adverse action

The two-step FCRA adverse action process: pre-adverse notice with a copy of the report and Summary of Rights, a reasonable waiting period, and the final adverse action notice.

Ban-the-Box and Fair Chance hiring

When employers may ask about criminal history, individualized assessment requirements, and the state and city ordinances that add rules on top of federal EEOC guidance.

Wage and hour

FLSA exempt vs non-exempt classification, overtime rules, meal and rest breaks, off-the-clock work, and state daily-overtime rules that overlay the federal floor.

Leaves and accommodations

Coordinating FMLA, ADA reasonable accommodation, workers' comp, pregnancy accommodation, and state paid family and medical leave programs.

Workplace investigations

Structuring a defensible workplace investigation: intake, scope, witness interviews, evidence preservation, credibility analysis, and the counsel-ready memo.

I-9 and work authorization

Form I-9 completion, remote verification, re-verification, E-Verify, and how to respond to a Notice of Inspection without creating a discrimination claim.

Drug testing and marijuana

Pre-employment, reasonable-suspicion, and post-accident drug testing across states with off-duty cannabis protections and safety-sensitive carve-outs.

Pay transparency and pay equity

State and city pay range disclosure laws, pay equity analyses, and how to respond to an applicant's compensation question.

Harassment prevention and training

Mandatory sexual harassment training in CA, NY, IL, CT, DE, ME, WA — plus prevention policies, complaint channels, and Faragher/Ellerth defenses.

Independent contractor classification

The federal DOL economic-reality test, the IRS common-law test, and state ABC tests (CA AB 5, MA, NJ) for 1099 vs W-2 classification.

Termination and separation

Documenting the termination decision, final-pay timing by state, severance agreements, and OWBPA age-discrimination waivers for older workers.

Reasonable accommodation under the ADA

The interactive process, essential functions analysis, undue hardship, and common accommodation types for physical, mental, and neurodivergent conditions.

Pregnant Workers Fairness Act (PWFA)

PWFA reasonable accommodations for pregnancy, childbirth, and related conditions, plus PUMP Act lactation obligations and state overlays.

WARN Act and mass layoffs

60-day WARN notice thresholds, aggregation rules, and stricter mini-WARN statutes in California, New York, New Jersey, and Illinois.

Retaliation claims

The most common EEOC charge — how to identify protected activity, avoid materially adverse actions, and document non-retaliatory decisions.

Employee handbook essentials

Handbook policies that reduce risk in every state — from at-will disclaimers to social media, remote work, and NLRA-compliant conduct rules.

Background check basics for HR

What a compliant employment background check includes, FCRA disclosure and authorization, and how to interpret common report components.

EEO and discrimination

Title VII, ADEA, ADA, and state anti-discrimination statutes — protected classes, disparate treatment vs disparate impact, and EEO-1 reporting.

OSHA and workplace safety

General duty clause, OSHA 300 recordkeeping, injury reporting timelines, and anti-retaliation protections for safety complaints.

Go deeper

State-by-state HR guidance — adverse action, ban-the-box, drug testing, pay transparency, and more for all 50 states + DC.
How Ask HR AI compares — side-by-side against HR Acuity, SHRM, ChatGPT, and Mineral.

Example results

These prompts are fictional illustrations of the available modes, not actual or guaranteed AI responses. Output changes with the question and conversation.

Advisor Mode: Multi-state compliance memo

Inputs

• Topic: Non-compete agreements
• Jurisdiction: California and Texas
• Prompt: Can I enforce a Texas-law non-compete for a remote employee living in California?

Result

An AI-drafted response that should be checked against the cited laws before use.

Ask HR AI uses the question and locations to draft guidance. The exact wording and citations vary between runs; this is not a reproduced response.

Investigator Mode: Harassment intake

Inputs

• Topic: Workplace investigations
• Prompt: Help me plan an intake interview for a sexual harassment complaint by a warehouse associate.

Result

An AI-assisted investigation intake and draft memo for human review.

Investigator Mode asks follow-up questions to organize the incident narrative. Verify the output with counsel before using it.

How the tool works

• Advisor Mode drafts an HR answer from the question and jurisdiction supplied; Investigator Mode collects follow-up information and organizes a draft intake memo.
• AI-generated wording and citations are variable. Review every cited primary source and confirm its effective date and application to the facts before relying on an answer.

Limits and exclusions

• Ask HR AI provides general HR guidance and is not a substitute for professional legal advice or an attorney-client relationship.
• A generated response does not establish that every state or local rule has been found or that a cited rule applies to the facts.
• Do not enter unnecessary candidate or employee personal information in a prompt.

Primary sources

Links checked October 3, 2026.

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