Human Resources · Legal

Your HR Policies Cover Twelve Countries. Your Compliance Checks Only Cover Three.

Employment regulations shift across every jurisdiction you operate in. The Squirro HR and Legal Compliance Agent provides cited, jurisdiction-specific answers, without the retainer.

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How it works

Jurisdiction-specific answers. Without the billable hours.

Employment regulations shift across every jurisdiction you operate in. Squirro unifies labor laws, employment regulations, and internal policies into a single semantic search — a plain-language question returns a cited, jurisdiction-specific answer with the exact statute attached. Federal, state, and municipal layers understood as distinct. Recent amendments flagged the moment they affect your policies. Counsel reserved for the questions that need it.

QUESTION

HR and legal ask in plain language

No legal shorthand required. Questions phrased the way a person would actually ask them — understood and answered the same way, around the clock, across every time zone the organization operates in.

Compliance Search Ask a labour-law question in plain language · answers cite the statute, the case or the guidance they rest on EC · Employment Counsel

Can we apply our global non-compete template to California hires?

Thought for 41.8s across 9 steps41.8s

Jurisdiction named: California. Topic: restrictive covenants1.6s

Library search — “California non-compete void Business and Professions Code 16600”2.4s

Checking whether narrow tailoring rescues the clause — Edwards says no3.2s

Ask about notice, monitoring, pay transparency…

How long may we retain employee email metadata in Italy? What notice period applies to a German employee with 11 years of service?

SOURCES

Every layer of the compliance stack, queried in parallel

Federal statutes, state regulations, municipal requirements, and internal policies searched together — never lumped into one corpus. Jurisdiction identified automatically from the question context.

Regulations Every document in the compliance library, live from the project index · upload to extend it

126Documents in the library

10Topics

15Jurisdictions

5Document types

Filter by title or source… All jurisdictions

DocumentTypeJurisdictionEffective

LL-DE-TERM Germany — Statutory Notice Periods & Dismissal Protection (BGB § 622, KSchG)Bundesgesetzblatt StatuteGermany30 Jun 2023

LL-CASE-US-CA-EDWARDS California — Edwards v. Arthur Andersen: No “Narrow-Restraint” ExceptionCalifornia Supreme Court Case LawUS — California7 Aug 2008

LL-GUID-GARANTE-EMAIL Italy — Garante Email-Metadata Orientation: the 21-Day Retention LineGarante per la Protezione dei Dati Personali Regulator GuidanceItaly11 Feb 2026

LL-MG-POL-TERM Meridian Group — Global Termination & Offboarding Procedure (HR-POL-014, v4.2)Meridian Group Internal PolicyMeridian Group3 Nov 2025

LL-MG-CBA-DE Meridian Deutschland GmbH — Betriebsvereinbarung IT-Systeme (BV 2022/04)Meridian Group Collective AgreementGermany15 Sept 2022

Law and the group's own policies in one index — so the agent can say where a policy disagrees with the law

RESPONSE

Cited answer with statute and effective date

Exact statute, regulation number, and effective date returned with every response. Recent amendments flagged automatically so nothing slips through on a technicality.

Compliance Search Answers cite the statute, the case or the guidance they rest on

Can we apply our global non-compete template to California hires?

No — and this is not a “different rules” problem, it is an exposure problem. California voids employee non-competes outright under Bus. & Prof. Code § 16600, regardless of how narrowly the clause is drafted.1

What changed in 2024

• SB 699 made it a civil violation to include a void non-compete, with a private right of action for the employee.1

• AB 1076 required individualized void-notice letters to affected employees by 14 February 2024.1

1California — Edwards v. Arthur AndersenHolding · no narrow-restraint exception ·Global Termination & Offboarding ProcedureInternal Policy · read, not cited

Policy gap raised on the register MG-POL-NONCOMP-GAP-1

Logged to the search audit trail

COMPARISON

Side-by-side comparison across jurisdictions

When a question spans multiple geographies, differences are surfaced clearly — so HR and legal can advise the business accurately, before a decision is made, without commissioning a memo.

Compare Jurisdictions One topic, side by side across markets — ask for another and the same table re-generates from the compliance library

Termination & Notice Periods Terminate 3 of 4 jurisdictions · select 2–4

Aspect GermanyBGB § 622; BGB § 623; KSchG §§ 1–14 FranceCode du travail L1234-1 United KingdomEmployment Rights Act 1996Changed 2 May 2026

Employment-at-willNo — dismissal protection after 6 months in establishments with more than 10 employeesNo — every dismissal requires a real and serious causeNo — unfair-dismissal protection after 2 years

Baseline employer notice4 weeks to the 15th or to the end of a calendar month1 month (6 months to 2 years of service)1 week after 1 month of service

Notice after 10 years4 months to month-end (7 months after 20 years)2 months statutory; conventions collectives commonly extend for managers10 weeks (statutory cap 12 weeks at 12+ years)

Form requirementWritten form with wet-ink signature (BGB § 623) — email or scan is voidConvocation letter, pre-dismissal meeting, then registered notification letterNo statutory form; written reasons on request (2+ years)

Flagged rows are where the markets genuinely diverge — a single global policy is wrong somewhere.

Your Expansion Path

Start Here. Scale Across Compliance.

Each stage increases coverage depth, reduces external dependency, and moves compliance from reactive to proactive. This is a transformation journey, not a standalone tool.

01 To start

To start HR compliance & labor law search agent

Semantic search across jurisdiction-specific labor laws, employment regulations, and internal policies. Cited answers in seconds. Live in 2–4 weeks.
02 Next

Next Automated labor law change monitoring

Continuous monitoring across all relevant jurisdictions. Regulatory changes flagged the moment they are published with an assessment of which internal policies are affected.
03 Next

Next Policy gap analysis

AI-assisted comparison of current internal policies against current legal obligations across every jurisdiction you operate in. Gaps surfaced before they become liabilities.
04 Vision

Vision Full HR compliance intelligence

A connected compliance layer spanning labor law, workplace safety, data privacy, and employment regulation, maintained automatically, auditable on demand, and integrated into every HR workflow.

Ready to Deploy

Start Where the Friction Is.

Compliance and legal search, labor law change monitoring, and policy gap analysis each create friction differently in every org. We work with HR teams to map the most strategic path to value and to deploy quickly where the friction is sharpest.

Share your details with us to discover the use case, discuss how it fits your stack, or explore a deployment.

Browse the Catalog

Your HR Policies Cover Twelve Countries. Your Compliance Checks Only Cover Three.

Watch Squirro Resolve an HR Compliance Question from Query to Final Answer.

Jurisdiction-specific answers. Without the billable hours.

HR and legal ask in plain language

Every layer of the compliance stack, queried in parallel

Cited answer with statute and effective date

Side-by-side comparison across jurisdictions

Connect Seamlessly with Your Existing Data

Start Here. Scale Across Compliance.

To start HR compliance & labor law search agent

Next Automated labor law change monitoring

Next Policy gap analysis

Vision Full HR compliance intelligence

Connect Once, Govern Once, Reuse Everywhere.

Start Where the Friction Is.