Prioritize compliance by using tools that assess for adverse impact and
WARN Act applicability, all while maintaining a meticulous audit trail.

Reductions in force (RIFs) aren’t as simple as determining who stays and who goes; they require you to comply with countless regulations and policies. Onwards HR generates a detailed audit trail while helping you minimize the risk of adverse impact and WARN Act violations. Without proper application of rules and thorough documentation, an honest mistake can result in a costly discrimination lawsuit or months of back pay and benefits. Onwards HR has a number of features that emphasize compliance throughout the separation process.

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Evaluate employees considered for separation, checking for adverse impact among protected groups. The Equal Employment Opportunity Commission (EEOC) aims to prevent discrimination, and Onwards HR makes it easy to analyze your data for areas of potential disparate impact. We enable data-driven decision making by aggregating employee information in a central place, helping to remove implicit bias in the justification and selection process. Onwards HR strives to eliminate adverse impact among protected groups, maintaining compliance with Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) – empowering your company to maintain a workforce comprised of diverse perspectives.

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Our WARN Act Evaluator automatically notifies you when separation events trigger the threshold for advanced employee notice. The Federal WARN Act mandates a 60-day notification in certain situations of workforce reductions, and failure to comply can result in costly penalties. Violation of this Department of Labor (DOL) law may require you to pay up to 60 days of back pay and benefits to each employee, along with attorneys’ fees. Additionally, some states have Mini-WARN Acts that enforce stricter notice criteria, and our platform makes it easy to apply these laws based on the location of impacted employees.


By justifying events and making employee selections in a central, transparent location, you can easily generate court-ready documentation. Rather than sifting through various HRIS exports, email threads, and other spreadsheets, Onwards HR enables you to develop comprehensive employee files, including information on equity, immigration status, investigations, employee relations, workers’ compensation, and leaves. Your information will be housed and archived if needed for an audit or other potentially costly legal proceeding.

Looking Onwards