Stand up for yourself at work.
Find out if you have a case. Build your record. Negotiate a fair exit. Loop in a lawyer to guide you.
From red flag to resolution
Inhouse guides every step, from the first write-up to the final signature.
Find out if you have a case
- Discrimination, harassment, retaliation, wages and leave, checked against your state
- A dated timeline and evidence file from your texts, emails and recordings
Speak up in writing
- An HR complaint that states the facts and the law, calmly
- Leave requests and replies to PIPs and answer-by-Friday deadlines
Negotiate a fair exit
- Your severance offer checked against your contract, pay and benefits
- Counteroffers drafted with you, and the release read line by line
Push back, settle or go to court
- Demand letters and EEOC charges, prepared before your deadline
- Mediation prep, settlement terms and court filings
Pricing
Two ways to push back
Both cover every step, from the first write-up to the final signature.
Inhouse AI
Inhouse drafts your complaints, counters and filings, and keeps every deadline in view.
- Your rights and deadlines, checked against your facts and state
- HR complaints, demand letters and agency charges
- Severance counters and release reviews, round by round
- Your timeline and evidence file, organized
Legal services
Dispute Guard
Accuracy Guarantee
Discounted legal services
24 Hour Money back guarantee. If you're not happy with the product or service, we'll refund everything.
Cancel anytime. No long term commitment.
What we
see go wrong
Easy to avoid now. Hard to undo once you sign.
Assuming every employer is covered
The ADA and many state laws only apply at 15 or more employees. Check the headcount first.
Staying quiet out of fear
If you never report it in writing, there is no dated complaint to point to when the retaliation starts.
Letting your evidence slip away
No screenshots, no originals, files out of order. Key moments end up as a call log with no record of what was said.
Taking the first severance number
One offer tripled after a counter. Another was a quarter of what the contract promised.
Signing a release that waives more than your job claim
A standard release can wipe out disability benefits or add promises you never meant to make. Carve them out first.
Missing an agency or court deadline
Agency charges have 180 or 300 day limits, and late filings get thrown out. One user found every EEOC interview slot booked through the end of the year.
Results
Real examples of how we’ve helped workers get a fair deal.
Her severance offer tripled, from $2,500 to $7,500, and she kept her reference clean.
Coming off her third medical leave, a New York paralegal was offered $2,500 to sign a release. Inhouse drafted each counter with her and pointed to the firm’s own release, which named the disability and human rights laws it was worried about. The firm moved to $7,500 and agreed to a neutral reference and mutual non-disparagement.
3x
the first offer, negotiated through her own emails
Plus a neutral reference and a corrected separation date
Offered $15,000 against a $62,304 contract, he found the missing age disclosure that put their waiver at risk.
Representing herself against a national law firm, she found the rule they broke in their own code of conduct.
We explained that the ADA and Texas law need 15 employees, then built a dated witness memo and internal complaint instead.
We built the request under the Labor Code and explained that asking is protected, with retaliation presumed for 90 days.
We explained the suffered-or-permitted rule and built an evidence log from his phone records.
We explained what the leave administrator can ask the doctor, and flagged HR’s email as evidence.
We drafted a short reply that acknowledged his email, pushed back on the deadline and kept every answer in writing.
We drafted her counters. The offer moved to $5,000, then $7,500.
We drafted a reply asking for more plus mutual non-disparagement and a neutral reference. The money held, and she got both new terms.
We drafted a carve-out into the settlement so his disability benefits survive the release.
We drafted her intake interview script and follow-up messages.
We warned the number would make her look unserious, and rebuilt it from lost pay and dropped health coverage.
Related documents
Timeline of events
Dates, people and what was said, in order.
Evidence file
Texts, emails and records, organized as exhibits.
Personnel file request
Ask for your file and pay records in writing.
HR complaint
Report what happened, calmly and on the record.
Accommodation request
Ask for the changes your health needs.