Transform your Labor & Employment Firm

Labor and employment is one of the original practice areas Eve was designed for. It’s not an adaptation of a PI tool. Employment-specific intake scoring, playbooks, and drafting agents are built in and customizable, so the workflow reflects how employment firms actually operate.

Yes. Firms use Eve to draft EEOC charges, state agency complaints (DFEH, MCAD, and others), rebuttal letters, and the demand letters that precede those filings. Since many employment attorneys repurpose the same narrative from demand to EEOC charge to complaint, Eve helps carry that thread forward at each stage — trained on your examples, in your format and language — rather than starting from scratch every time.

Eve analyzes whatever you upload: performance reviews, HR files, emails, text messages, pay stubs, personnel records, handbooks, and intake transcripts. For employment cases it builds timelines from workplace events, identifies key facts across large document sets, and drafts demands and complaints from the employment-specific facts in your files — no medical records required.

Yes. Eve can process tens of thousands of pages per case — more than enough for the emails, HR records, time sheets, and personnel files that employment cases typically generate. Firms use it to search for specific evidence, build timelines from scattered communications, and spot inconsistencies across discovery. For exceptionally large cases, files can be uploaded in batches. Work that would take days of manual review gets done in a fraction of the time.

Yes. Eve learns from your completed employment demands — picking up your structure, tone, and how you present discrimination, retaliation, or wage claims. You can build separate drafting agents for different case types — harassment, wage and hour, wrongful termination — so each draft matches the right approach.

This is one of the most common pain points employment firms bring to Eve. The AI intake tool scores leads against employment-specific criteria you define — whether the caller has a protected class or protected activity, the strength of the adverse action, relevant deadlines like the 180-day EEOC filing window. It flags high-potential cases and filters out the rest, so your attorneys spend less time on calls that won't convert and more time on the ones that will.