Employment law software that keeps the claim and the policy together.
Claims, HR policies with version history, wage calculations, and evidence logs on one record — because the policy that was in force on the date of the conduct is the first thing anyone asks for, and the hardest thing to produce.
- Quick answer
- What is the best case management software for employment law attorneys?
- Sapphire Legal is Private Legal Intelligence for employment law practices: a per-tenant legal AI platform that holds the claim and the governing policy on the same record. Each employment matter carries its parties, claim type and status, the HR policy documentation with full version history, wage claim management with the calculation records behind each figure, and a discrimination case log with evidence tracking — from intake through resolution. It works from either side of the table, and it is the same platform a fractional general counsel uses to carry employment exposure for several client companies at once, on isolated per-tenant infrastructure so one employer’s personnel file never shares a database with a competitor’s.
Which policy was in force on the date of the conduct?
Employment matters are decided on two things that are both administrative rather than argumentative: what the policy said at the time, and what the arithmetic actually comes to. Both are routinely unavailable. Handbooks are revised without a version trail, so the version that governed the conduct is reconstructed from an email attachment someone kept. Wage figures are computed in a spreadsheet that nobody can later explain, which means the number has to be recomputed to be defended. Meanwhile the evidence in a discrimination matter — comparators, complaints, performance reviews, who knew what and when — accumulates as a folder rather than a log.
Policies change and the trail disappears
The handbook, the anti-harassment policy, the remote-work policy, the bonus plan: each is revised periodically, and the question in every matter is which text was in force on a particular date. Without version history on the policy record, that question is answered by searching email.
Wage numbers are computed, not recorded
Unpaid overtime, misclassification, meal-period exposure, commission disputes: the figure matters less than the showing of how it was reached. A spreadsheet produces a number; it does not produce a record of the inputs and the method behind it.
Evidence accumulates without a chronology
Complaints, investigation notes, performance reviews, comparator data, the sequence of who was told what: the substance of a discrimination matter is a timeline, and a document folder is not one.
Policy versions, calculation records, and an evidence log.
Intake through resolution, with the record built as the matter runs rather than assembled for the filing.
An employment matter in Sapphire opens with its parties, claim type, and status as structured fields, and runs through a Kanban with employment-specific stages rather than a generic "open / closed". HR policy documentation attaches with full version history, so the policy that governed the conduct on a given date is retrievable as a fact rather than reconstructed from attachments — which is the single most common evidentiary request in the practice. Wage claims carry their calculation records, not just their totals: the inputs, the method, and the resulting figure held together, so the number can be explained months later without being recomputed. A discrimination case log tracks the evidence with the chronology intact — complaints, investigation notes, reviews, comparators, and the sequence in which each became known. Internal investigations run on the same record, which matters because an investigation that is later challenged is judged partly on whether its own process was documented as it happened. Drafting then works from the firm’s own templates in its House Style, and Ask Sapphire answers from the matter with the source attached to every line.
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Intake with parties, claim type, and status
The matter opens with the employee, the employer, the claim type, and the status as structured fields, and a conflict check runs against existing clients and parties — which matters for a practice that advises multiple employers in the same sector.
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HR policy documentation with version history
Handbooks and standalone policies attach with full version history, so the text in force on the date of the conduct is retrievable rather than reconstructed. This is the evidentiary backbone of the module.
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Wage claims with calculation records
Each wage claim holds its calculation record — the inputs, the method, and the figure — so the arithmetic can be explained and defended later without being redone from a spreadsheet nobody kept.
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Discrimination case log with evidence tracking
Complaints, investigation notes, performance reviews, and comparator data are logged with their chronology intact, so the sequence of who knew what and when is part of the record rather than an argument about it.
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Investigations, drafting, and deadlines
Internal investigations are documented as they run. Position statements, responses, and policy revisions draft from firm templates in its House Style, and filing and response deadlines sit on the matter carrying the rule behind each.
What ships for employment law
Each item is a module in the platform, not a roadmap entry — one of the fourteen practice areas Sapphire ships, each with its own workflows rather than a generic matter record under a different label.
- Employment cases with parties, claim type, and status as structured fields
- HR policy documentation with full version history
- Wage claim management with the calculation records behind each figure
- Discrimination case log with evidence tracking and chronology
- Internal investigation documentation on the same matter record
- Matter Kanban with employment-specific stages, and conflict checking on intake
- Drafting from firm templates in the firm’s House Style, with citation-backed research
- Deadline tracking carrying the statutory or procedural rule behind each date
You may be advising two employers who compete for the same staff.
Why per-tenant matters hereEmployment files hold personnel records, compensation data, medical accommodation detail, and investigation notes naming people who were promised confidentiality. A fractional general counsel advising several employers holds all of that for companies that may hire from each other. Sapphire Legal runs each client firm in its own isolated PostgreSQL database and its own private AI environment: one employer’s personnel data is not pooled with another’s, is not used to train a shared model, and is not routed to a third-party model provider. Access is logged. There is no configuration in which one client’s compensation data informs an answer given to another — which is the reason the isolation is architectural rather than a setting.
Where to go next
The platform underneath the employment law module.
Employment law questions
- Can it tell me which version of a policy was in force on a given date?
- That is what the HR policy documentation with version history is for. Handbooks and standalone policies attach to the record with their full revision history, so the text that governed the conduct on a particular date is retrievable as a fact rather than reconstructed from whichever email attachment someone kept. It is the most common evidentiary request in the practice, which is why it is a first-class part of the module rather than a document folder.
- How does wage claim management differ from a spreadsheet?
- A wage claim in Sapphire holds its calculation record, not just its total: the inputs, the method, and the resulting figure held together on the matter. The point is defensibility — months later the number can be explained without being recomputed, and a successor on the file does not have to reverse-engineer someone else’s spreadsheet to understand how it was reached.
- Does it work for employer-side and in-house work, or only plaintiff-side?
- Both. The same records serve each side from the opposite end: a plaintiff-side practice builds the claim and the evidence log, an employer-side or in-house function uses the policy version history, the investigation documentation, and the exposure view. Fractional general counsels advising several employers are a core audience for this module, which is why Portfolio Command Center sits alongside it.
- Can internal investigations be documented in the same system?
- Yes, on the same matter record as the claim and the policies. That matters because an investigation whose adequacy is later challenged is judged partly on whether its own process was documented as it happened rather than written up afterwards. Notes, evidence, and the chronology stay attached to the matter.
- I advise several employers in the same industry. Is their data separated?
- Each client firm runs in its own isolated PostgreSQL database inside its own private AI environment. One employer’s personnel and compensation data is not pooled with another’s, is not used to train a shared model, and is not routed to a third-party model provider, and access is logged. There is no configuration in which one client’s data informs an answer given to another; the isolation is architectural, not a permission setting.
- Does the discrimination case log keep the chronology, or just the documents?
- The chronology is the point. Complaints, investigation notes, performance reviews, and comparator data are logged with their sequence intact, so who knew what and when is part of the record rather than something argued over later. Ask Sapphire answers from that record and attaches the source behind every line.
Stop reconstructing the policy that governed.
A 30-minute demo on one of your own matters: the policy version history, a wage calculation record, and the evidence log behind a claim.
Private, per-tenant infrastructure, per client firm.