Free Anonymous Tool

Evaluate Workplace Claims in Minutes — Privately

Facts-only screening for federal and New York claims. No name, no email, no phone.

How the Workplace Rights Tool Works

The Workplace Rights Tool is a free, anonymous employment-law screener built to help people quickly evaluate potential workplace claims using a structured, facts-first flow. In minutes, users can screen core federal and New York workplace protections, including Title VII, 42 U.S.C. §§ 1981, 1983, and 1985, plus NYSHRL, NYLL § 215, NYLL § 740, and NYCHRL.

This anonymous claims evaluator is designed for workers, advocates, and professionals who need a private way to organize legal facts before taking next steps. No name, no phone, no email—just guided intake questions and immediate screening output in a clear, consistent format.

Whether you are assessing discrimination, retaliation, hostile work environment issues, whistleblower concerns, or civil-rights exposure, this workplace rights checker provides a practical first-pass analysis to support informed decision-making.

The tool provides informational screening only and does not provide legal advice or create an attorney-client relationship.

Frequently Asked Questions

Is this workplace claims tool anonymous?

Yes. The tool is designed for anonymous, facts-only screening.

What laws does this employment rights evaluator screen?

It screens Title VII, 42 U.S.C. §§ 1981/1983/1985, NYSHRL, NYLL § 215, NYLL § 740, and NYCHRL.

Is this legal advice?

No. This is informational screening only and not legal advice.

Who should use this tool?

Workers, advocates, and professionals seeking a private, structured first-pass screening of workplace civil-rights issues.

New to workplace law? Start here.

You do not need legal training to use this tool. Answer in plain facts: what happened, who did it, where it happened, and when.

If you are unsure about a legal term, choose Unknown. The tool will still generate a result and tell you what facts are missing.

Adverse action = firing, demotion, suspension, pay cut, discipline, denied promotion.
Retaliation = punishment after reporting discrimination or protected issues.
Hostile environment = repeated conduct that makes work conditions worse.

Start Your Free Anonymous Evaluation

Do not enter names, email addresses, phone numbers, employer names, or exact addresses.

Work location

Employer type

Approximate employee count

Employer met this count for 20+ weeks (current or prior year)?

Title VII Screening

Example: race/sex/religion/national origin discrimination or retaliation.

Harm tied to terms/conditions/privileges of employment?

42 U.S.C. § 1981 Screening

Example: race-based interference with work contract rights.

Race-based interference with employment/contract rights?

42 U.S.C. § 1983 Screening

Example: government actor violated constitutional or federal rights.

State action / color of law?

42 U.S.C. § 1985 Screening

Example: two or more actors coordinated discriminatory interference.

Two or more actors involved?

New York Block (NYSHRL → NYLL §215 → NYLL §740 → NYCHRL)

New York-only screening. NYCHRL requires NYC nexus.

NYSHRL: inferior terms/conditions/privileges indicated?

Example: materially worse treatment in compensation, schedule, discipline, assignments, promotion track, or work conditions.

NYLL §215: labor-law protected activity?

Example: complaint about wage/hour violations, leave/pay practices, or participation in a labor-law investigation.

NYLL §740: whistleblowing/disclosure activity?

Example: disclosure or objection regarding conduct the user reasonably believes violates law, rule, or regulation and creates/public health or safety risk.

NYCHRL: treated less well because of protected trait/activity?

Example: in NYC, differential treatment, hostility, or penalty tied to protected status or protected activity.

Informational tool only. Not legal advice. No attorney-client relationship is created.