Pay equity analysis
Detects gender, ethnicity and role-level gaps with statistical context (cohen-d, percentile distribution, regression-adjusted). Output is structured by role-level for direct remediation — not a generic "11% gap" headline.
Human Resources — Intel TDX sealed
AI HR Analyst sealed inside an Intel TDX hardware enclave
Pay equity, performance, investigations and layoff planning — without exposing employee data to a third-party model.
Employment contracts, compensation data, performance reviews, workplace investigations, severance agreements and RIF plans are among the most litigated documents any company creates. HR data cannot go to ChatGPT — period. This agent reads it inside an Intel TDX hardware enclave on European infrastructure, analyzes pay equity gaps, reviews handbook compliance and audits investigation reports. Built for HR teams that need analysis without the breach exposure.
Built for: CHROs, VP People Ops, Heads of Total Rewards, employment litigation counsel, DE&I directors
The pain
HR data — salaries, performance reviews, layoff selection lists, investigation outcomes — cannot go to ChatGPT. A single leak triggers GDPR Art. 33 notification, class-action exposure and catastrophic employee-trust damage. Employment litigation median jury verdicts run $200K+ and pay-equity audits cost $50-200K from external consultants.
The outcome
Run pay equity analysis, RIF selection-criteria audit and investigation-report review in minutes — with employee PII sealed inside CPU-encrypted memory.
Capabilities
What the HR & Workplace Analyst does on every document, sealed inside an Intel TDX hardware enclave.
Employment contract review
Surfaces unenforceable non-competes by jurisdiction (CA, CO, MN, ND, OK ban most; FTC rule pending), broad IP-assignment clauses, asymmetric termination terms and arbitration / class-action waivers.
Workplace investigation analysis
Reviews investigation reports for procedural adequacy: interview coverage, evidence chain, credibility assessments, retaliation exposure. Flags reports that would not hold up under EEOC or court scrutiny.
Severance / ADEA compliance
Verifies OWBPA compliance for employees 40+: 21-day consideration period, 7-day revocation, specific waiver language. Catches the errors that void releases.
RIF / layoff selection review
Audits reduction-in-force selection criteria for disparate impact across protected classes, WARN Act compliance and selection-criteria documentation. Designed to catch issues before the RIF lands.
Policy and handbook compliance
Compares your handbook against US state-by-state requirements (CA, NY, IL, TX), UK Employment Rights Act, EU Pay Transparency Directive and Working Time. Flags out-of-date policies.
How it works, end to end
Four steps from upload to export. Your document is decrypted only inside the CPU-encrypted enclave.
- 01
Upload HR document
Employment contract, severance agreement, compensation export, performance ratings, investigation report, RIF list. TLS in transit, decrypted only inside the TDX enclave.
- 02
Hardware-sealed analysis
Employee PII is processed in CPU-encrypted memory. The cloud operator cannot read prompts or documents during analysis — neither can the model provider.
- 03
Review the structured output
HR-analysis summary, jurisdiction notes, risk-rated findings with role-titles (not names), recommended next actions and remediation language. Litigation-risk callouts are tagged explicitly.
- 04
Export to HRIS / counsel
Markdown for HR review, JSON via API for Workday / SAP SuccessFactors integration, PDF redaction-ready output for outside counsel.
Frameworks and regulations covered
Every output cites the specific article, section or control. The Intel TDX hardware boundary handles the data-protection side; the agent handles the analytical side.
GDPR Art. 9 (special categories — employee data)CCPA / CPRA (employee rights)Title VII / ADA / ADEAEqual Pay ActFMLA / WARN ActEU Pay Transparency DirectiveUK Employment Rights ActEEOC enforcement guidanceState employment law (CA, NY, IL, TX)
What people actually ask it
Real prompts from human resources teams.
Review this employment contract — is the non-compete enforceable in California?
Analyze this compensation data for pay equity gaps by gender and ethnicity.
Assess this workplace investigation report — would it hold up in litigation?
We're planning a 15% RIF. Review the selection criteria for adverse impact.
Sample output
Prompt: Is this severance agreement ADEA-compliant for our over-40 employees?
Output: GAP. ADEA/OWBPA compliance issues: (1) Consideration period is 14 days — must be 21 days for individual separations, 45 days for group; (2) Revocation period is silent — must explicitly provide 7-day post-signature revocation; (3) Waiver language references "all claims" generically — must specifically reference ADEA. Recommend redraft before distribution — current form is voidable and exposes the company to ADEA claims notwithstanding the payment.
Prompt: Analyze this compensation export for gender pay equity by role-level.
Output: Material gap detected at Senior IC level (n=42): mean female base = $148K vs mean male base = $159K (-6.9%, p=0.04 after controlling for tenure, location, performance rating). Two outliers driving most of the gap (-$22K and -$18K vs role-band median). Recommend role-band review for the two outliers and a structured equity-adjustment process documented contemporaneously.
Pricing
Every tier runs inside Intel TDX hardware enclaves. Plans stay in sync with /pricing.
Personal Agent
$20/mo
1,000 requests/month, 1 seat. For solo HR consultants, fractional CHROs.
Starter
$349/mo
3 seats, 500 requests/month, 100 MB uploads, audit log. For HR teams at growth-stage companies.
Pro
$1,199/mo
10 seats, 5,000 requests/month, 500 MB uploads, API access for HRIS integration, 12-month audit log retention.
Enterprise
Contact sales
Unlimited seats, fine-tuning on your handbook and pay bands, SSO/SAML, dedicated TDX capacity, signed DPA with EU residency.
AI HR Analyst vs the alternatives
Honest comparison. Hardware-rooted confidentiality is what most alternatives are missing.
| Alternative | Pros | Cons vs VoltageGPU |
|---|---|---|
| Visier |
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| Syndio |
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| ChatGPT Enterprise |
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FAQ
Is employee data really safe in this architecture?
Yes. Inference runs inside Intel TDX hardware enclaves with CPU-level memory encryption. The cloud operator cannot read prompts or documents during processing. EU operator location adds no CLOUD Act exposure. This is materially stronger than running on shared US infrastructure under a standard SaaS contract.
Does the agent return individual names in output?
No. The system prompt enforces use of role titles, employee IDs or anonymized references in recommendations. Names that appear in the source document are never echoed back in analysis output — only in direct quotations where necessary for context.
Can it replace our employment lawyer?
No, and we do not market it that way. Output is framed as HR analysis for review by qualified counsel. The agent surfaces what an employment-law associate would surface on first review, freeing partner time for strategy and judgment calls.
What about GDPR Art. 9 for EU employees?
Art. 9 special-category processing requires both a lawful basis and appropriate safeguards. The Intel TDX enclave plus EU operator location satisfy the safeguard test under EDPB guidance. Lawful basis (Art. 9(2)(b) employment law, etc.) remains your responsibility as Controller. We sign a Processor DPA on request.
Can I integrate with Workday, BambooHR or SAP SuccessFactors?
Yes, on the Pro tier via the OpenAI-compatible API. Teams use it to auto-analyze new offer letters, screen handbook drafts for compliance and run quarterly pay-equity exports.
How does it handle multi-jurisdiction policies?
For US, the agent applies state-specific rules where they exist (CA, NY, IL, TX, CO have the most differences). For EU, it applies country-level employment law on top of EU directives. For UK, it applies the Employment Rights Act and post-Brexit divergence. Tell it the jurisdictions; it scopes the analysis.
Will it train on our HR data?
No. No data is used for training. The model weights are static. Even fine-tuning (Enterprise tier) runs inside a confidential VM and the resulting weights stay private to your tenant.
Pricing vs external pay-equity audit?
Pay-equity audits from consultants run $50-200K depending on company size. The agent does not replace an attorney-led audit (some jurisdictions require attorney-client privilege over the analysis), but it lets you run continuous internal screens so the formal audit finds fewer surprises.
Keep exploring
Run HR & Workplace Analyst on hardware you can prove
Intel TDX attestation, EU jurisdiction, French operator (VOLTAGE EI). Cancel anytime.