Loading...
Loading...
AI-Powered Document Intelligence for Employment Law
Discrimination cases hide in email chains. Harassment patterns span years of HR files. ProvaLens uses AI to find the evidence that proves your client's story - across thousands of documents.
No credit card required. Built for HIPAA workflows. BAA included.
Proving discrimination or harassment requires finding patterns across years of documents. The evidence is there - if you can find it.
Thousands
Of emails can pile up in a single discrimination case
40+ Hours
Spent manually reviewing each case
$6,000
In billable time spent on document review alone
ProvaLens understands the unique document challenges of each employment law practice area — see more on our PI & employment law use cases page.
Race, gender, age, disability - find patterns of disparate treatment across HR decisions, emails, and performance reviews.
Build timelines of incidents, track complaint responses, document hostile work environment patterns.
Compare termination reasons to actual performance records - uncover pretextual justifications.
Analyze timekeeping records, payroll documents, and schedules to prove wage theft and overtime violations.
Build timelines showing adverse actions after protected complaints - prove causation with documented evidence.
Track leave requests, accommodation denials, and employer responses across HR files and emails.
Wrongful termination cases are won on documentation. ProvaLens gives you AI tools that automatically analyze termination records, performance history, and employer communications to find evidence that may support a pretext argument.
Upload the entire personnel file — offer letters, performance reviews, disciplinary actions, complaints, and the termination letter. ProvaLens automatically builds a chronological timeline showing every event in the employment relationship.
See exactly when positive reviews turned negative, when complaints were filed and ignored, and how the employer's story shifted over time. Every timeline entry links to the source document and page.
ProvaLens automatically compares the stated reason for termination against the documentary evidence. It flags contradictions like "restructuring" claims when the position was reposted, or "performance" reasons when reviews were consistently positive.
AI cross-references termination letters, EEOC position statements, unemployment filings, and deposition testimony to flag possible inconsistencies in the employer's narrative.
Upload files for multiple employees and ask ProvaLens to compare treatment. Find patterns where similarly situated employees outside the protected class received different outcomes — different discipline, different performance ratings, different termination decisions.
Critical for disparate treatment claims where showing unequal application of policies is key to proving discriminatory intent.
When a wrongful termination follows a protected complaint, timing is everything. ProvaLens maps the exact sequence: complaint filed, management notified, negative action taken — with day-by-day granularity across all document sources.
Build the temporal proximity argument that juries find most compelling, backed by citations to every document in the chain.
Everything you need to analyze HR files, find email patterns, and build compelling narratives — see the full ProvaLens feature set.
Upload thousands of emails exported from discovery. ProvaLens analyzes conversations, identifies key players, and surfaces patterns of discriminatory language or coordinated behavior.
Performance reviews, disciplinary actions, promotion decisions - upload entire personnel files and instantly search across years of employment history.
Flags possible conflicts between employer statements and the documents, each cited to the page, for you to check. When HR says one thing but the documents show another, you see both statements side by side.
POTENTIAL CONFLICT
Termination letter: "Position eliminated due to restructuring"
Job posting (2 weeks later): Same position posted with identical responsibilities
Click to view side-by-side sources
Ask ProvaLens questions in plain English. Get instant answers with citations to the exact document and page number.
Show all references to plaintiff's age
Compare treatment of male vs female employees
Find promotion decisions and criteria used
What reasons were given for termination?
Show all performance reviews for this employee
Were other employees terminated similarly?
List all complaints made by plaintiff
How did HR respond to each complaint?
Show communications from alleged harasser
90%
Reduction in email review time
5 min
Average time to find key patterns
4x
More cases handled per attorney
$75K+
Annual savings for typical firm
Illustrative scenario · composite, not an actual client
Hours
To surface the pattern
Across 5,000+ documents
The Challenge: An older executive is terminated with a stated reason of "poor performance." The employer produces 5,000+ documents including years of emails, performance reviews, and HR files.
The Solution: ProvaLens analyzes the entire document set and surfaces a pattern of positive performance reviews that shift only as the employee ages. It also flags internal emails discussing "bringing in younger talent" and a job posting for the plaintiff's position calling for "5-7 years experience" — potential code for younger candidates.
The Result: Surfacing a pattern of pretextual termination buried across thousands of documents is exactly what ProvaLens is built to do — helping a firm build the documentary case for discriminatory intent in hours rather than weeks.
Finding the decisive emails in hours instead of weeks — and showing the pattern across thousands of documents — is the kind of work ProvaLens is designed to make possible.
Illustrative scenario · Age discrimination pattern analysis
Performance reviews, Disciplinary records, Job applications, Offer letters, Promotion decisions, Termination documents
Emails (PST, MSG, EML), Text messages, Slack/Teams exports, Internal memos, Policy documents, Investigation reports
Deposition transcripts, EEOC charges, Payroll records, Timekeeping data, Benefits documentation, Separation agreements
See the full list of supported platforms on our integrations page.
Import matters and documents. Export timelines and reports back to Clio automatically.
Available Now
Two-way sync keeps your cases and documents in perfect alignment.
Available Now
Coming early 2027. Join the waitlist for early access.
Coming Soon
Coming early 2027. Join the waitlist for early access.
Coming Soon
The evidence in a wrongful termination case almost always exists somewhere in the HR file. The question is whether you find it before the employer's attorney does — and whether you can cite it precisely when it matters.
Start by uploading the full HR file set as a single matter in ProvaLens. This typically includes performance reviews for every review cycle during the plaintiff's employment, any performance improvement plans (PIPs), the disciplinary action log, the termination letter, the HR manual or employee handbook, and any email chains produced in discovery. ProvaLens processes them simultaneously — not one at a time — so every query runs against the entire document set at once.
Documents do not need to be organized before upload. ProvaLens auto-classifies by document type and extracts dates automatically, so you can begin querying within minutes of upload regardless of how the files were produced.
A direct query: "Find every performance review for this employee and flag where the stated reasons for termination were not mentioned in prior reviews."
ProvaLens reads the termination letter, extracts the stated grounds — in this case, "chronic underperformance and failure to meet sales targets" — and then cross-references every performance review in the file set against those grounds.
The output: performance reviews from 2021, 2022, and 2023 all rated the employee "meets expectations" on sales performance. The 2023 review, signed by the same manager who authorized the termination, described the employee as "a reliable contributor to team results." The termination letter, issued four months later, cites "chronic underperformance." ProvaLens flags the contradiction and cites the relevant pages in both the performance reviews and the termination letter. That is your pretext argument, documented and ready to use.
POSSIBLE CONFLICT — TERMINATION PRETEXT
Termination letter (p. 1): "Terminated for chronic underperformance and failure to meet sales targets"
2023 Performance Review (p. 3): "Meets expectations — reliable contributor to team results" (signed by terminating manager, 4 months prior)
2022 Performance Review (p. 2): "Meets expectations on all sales metrics"
2021 Performance Review (p. 2): "Sales performance satisfactory — no areas of concern noted"
No prior review referenced underperformance. Sales performance issues appear for the first time in the termination letter.
Pretextual termination cases are built on the gap between what the employer documented and what they claim. ProvaLens finds that gap automatically — not through keyword search, but through cross-document reading.
Most HR manuals require progressive discipline before termination — a documented verbal warning, a written warning, and a final warning before a termination decision. When the employer skips steps, that deviation is itself evidence of pretext.
ProvaLens reads the HR manual and the termination file simultaneously. If the manual at page 14 states that "no employee will be terminated for performance reasons without receiving at least three documented warnings," and the termination file contains only one formal warning — a written warning issued 11 months before termination — ProvaLens flags the gap with citations to both documents. The progressive discipline policy is at page 14 of the handbook. The single warning is at page 1 of the disciplinary file. The termination letter is at page 1 of the termination record.
Three document citations. One policy violation. The foundation of a pretext argument.
Employers in employment litigation often provide different reasons for termination in different forums — the termination letter says one thing, the EEOC position statement says another, and deposition testimony introduces a third justification. Each shift is impeachment material.
Upload the termination letter, the EEOC response, and the available deposition transcripts as a single matter. Ask ProvaLens: "What reasons has the employer given for the plaintiff's termination across all documents, and do those reasons differ?" ProvaLens reads every document simultaneously and returns a side-by-side comparison — the stated reason in each document, the specific language used, and the page citation for each. When the reasons shift, the output shows exactly where and by how much.
Shifting justifications do not always prove discrimination by themselves, but they are strong evidence that the stated reason is not the real one — which is the core of any pretext claim.
The story of a wrongful termination is always a timeline. ProvaLens builds it from every document you upload — automatically, with every event cited to its source.
After uploading the full HR file set, run: "Build a timeline of all disciplinary actions, performance reviews, and HR communications involving the plaintiff from their hire date to termination."
ProvaLens extracts every dated event from every document in the matter — not just the documents you happen to remember to search, but every document simultaneously. The output is a chronological sequence: hire date, first performance review, each subsequent review cycle, any complaint filings, the dates of any disciplinary actions, and the termination date.
Every event in the timeline links to the source document and page number. You can click through to verify the underlying document at any point.
The timeline is not just useful for your own preparation — it is a litigation tool. A well-constructed employment timeline shows the jury the full arc of the employment relationship: years of neutral or positive reviews, a shift in treatment following a protected event (a complaint, a leave request, a disclosure of disability), and a termination that follows shortly after.
ProvaLens also surfaces gaps in the documented record. If the employer claims a months-long performance improvement process but the documents show no PIPs, no formal warnings, and no performance memos during that period, the absence itself becomes evidence. The timeline shows what should be there and is not — and that absence, when the employer's account requires it, supports the inference of pretext.
In retaliation cases, temporal proximity is everything. The timeline makes timing visible — complaint filed June 3rd, negative performance memo issued June 17th, termination August 4th. Two months from complaint to termination, documented and cited.
Yes — and it does so in a specific, practical way. ProvaLens reads your HR file set simultaneously and answers questions about the documents with citations to the exact page in the source file. You can ask which performance reviews mentioned the termination reason, whether the progressive discipline policy was followed, or how the employer's stated reason changed across documents. Every answer is backed by a citation you can verify. This is not general AI assistance — it is document-level analysis of the specific files in your case.
Upload the complete personnel file: every performance review, all disciplinary records, PIPs, the termination letter, the HR manual or employee handbook, any EEOC position statements, available deposition transcripts, and email chains produced in discovery. The more complete the document set, the more cross-document analysis ProvaLens can perform. Do not pre-screen what to upload — ProvaLens reads everything simultaneously, and the possible conflicts it flags often emerge from documents that looked unremarkable in isolation.
Yes. ProvaLens is specifically built for this. It compares the stated termination reason against the full documented employment history and flags possible contradictions for you to check — positive reviews that predate a "chronic underperformance" termination, missing disciplinary steps that the HR manual requires, shifting justifications across the termination letter and EEOC response. It also surfaces temporal patterns: if adverse employment actions cluster in the weeks following a protected complaint, ProvaLens shows that sequence with citations to the relevant documents.
Most employment document sets — a full personnel file, a termination letter, the HR manual, and several months of relevant emails — are processed and ready to query within 5 to 10 minutes. Larger productions with thousands of emails may take 20 to 30 minutes to process fully, but processing happens in the background. You can begin querying partial results while the remainder uploads. The analysis itself — running a specific query and receiving a cited answer — takes seconds.
Yes. ProvaLens is built for HIPAA workflows and signs a Business Associate Agreement with every firm. Employment cases that involve medical records — FMLA files, ADA accommodation requests, workers' compensation records — require the same data protection standards as PI cases. All documents are encrypted at rest and in transit, stored in firm-isolated environments, and never used to train AI models. Your client's medical and employment records are protected under the same standards required for health information.
Yes. ProvaLens accepts email exports from Outlook (PST), Google Workspace, and other formats. We process individual emails, attachments, and entire mailbox exports.
Every answer includes citations to the exact document and page number. You can click any citation to view the original source. This prevents AI hallucinations and ensures you can verify every fact.
Start free for 30 days with full access to all features - no credit card required. Upload documents, run searches, generate timelines. If you love it, choose a plan.
Yes! ProvaLens automatically extracts dates and lets you filter and compare documents across any time period. See how performance reviews changed, track policy evolution, or identify timing patterns.
Yes. ProvaLens is built for HIPAA workflows. All documents and sensitive data are encrypted at rest and in transit. We sign a Business Associate Agreement (BAA) with every law firm.
Most documents are processed in under 2 minutes. Large email exports (thousands of emails) may take longer but process in the background while you work.
Join employment law firms who have transformed how they analyze HR files, emails, and discovery documents with ProvaLens.
Building a wrongful termination case? See our wrongful termination documentation guide