Terms of Service

Last Updated: February 22, 2026

⚠️ Important: AI Disclaimer & No Legal Advice

EmployArmor leverages cutting-edge artificial intelligence to assist organizations in navigating complex employment law compliance, particularly in AI-driven hiring processes. However, it's crucial to understand the limitations of our platform:

• AI-Powered Analysis: Our service uses artificial intelligence to evaluate compliance requirements, generate customized documents, and provide insights into regulations such as those from the Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor (DOL). For more on AI in hiring, refer to the EEOC's guidance on employment selection procedures.

• Informational Purposes Only: All content, including generated policies, notices, and audits, is provided strictly for informational and educational purposes. It is not intended to serve as a substitute for professional legal counsel.

• Mandatory Legal Review: Before implementing any AI-generated documents or recommendations, you must have them thoroughly reviewed by a qualified attorney licensed in your jurisdiction. This ensures alignment with specific local laws, which may vary by state or country.

• Not a Law Firm: EmployArmor is a technology platform, not a law firm or legal service provider. We do not offer legal advice, representations, or opinions on any matter.

• No Attorney-Client Relationship: By using our service, you do not establish an attorney-client relationship with EmployArmor, its founders, employees, contractors, affiliates, or any third-party providers. All interactions are governed solely by these Terms of Service.

This disclaimer is prominently placed to emphasize the importance of professional oversight in compliance matters, especially given the evolving nature of AI regulations in employment. For official U.S. federal guidelines, visit the DOL's website on employment laws.

1. Acceptance of Terms

By accessing, browsing, or otherwise using the EmployArmor platform (referred to as "the Service"), you acknowledge that you have read, understood, and agree to be bound by these Terms of Service ("Terms"). This agreement applies to all users, including visitors, registered account holders, and subscribers. If you do not agree with any part of these Terms, you must immediately cease using the Service.

These Terms form a legally binding contract between you (either an individual or an authorized representative of an organization) and EmployArmor Inc. ("we," "us," or "our"), a Delaware corporation. We reserve the right to update these Terms at any time, and your continued use after such updates constitutes acceptance of the revisions. For transparency, we will notify users of material changes via email (if provided) or by posting on our website.

In addition to these Terms, your use of the Service is subject to our Privacy Policy, which details how we collect, use, and protect your personal and business data. By agreeing to these Terms, you also consent to the practices outlined in the Privacy Policy.

To ensure compliance and accessibility, EmployArmor is designed for use by businesses and HR professionals seeking to mitigate risks in AI hiring practices. We recommend reviewing these Terms in conjunction with relevant federal and state employment laws, such as Title VII of the Civil Rights Act of 1964, as enforced by the EEOC.

2. Description of Service

EmployArmor is an innovative, AI-powered platform dedicated to employment law compliance, with a focus on AI-driven hiring and recruitment processes. Our Service empowers organizations to:

• Navigate AI Hiring Regulations: Analyze and interpret guidelines from agencies like the EEOC and DOL to ensure AI tools in hiring do not inadvertently discriminate. For instance, our platform helps identify potential biases in algorithmic decision-making, aligning with the EEOC's AI and algorithmic fairness resources.

• Generate Compliance Documents: Automatically create tailored policies, consent forms, bias audit reports, and notices required under laws such as the Fair Credit Reporting Act (FCRA) or state-specific AI disclosure rules.

• Track Consent and Documentation: Maintain records of candidate consents for AI evaluations, ensuring audit-ready compliance with privacy laws like the California Consumer Privacy Act (CCPA) or the General Data Protection Regulation (GDPR) for international users.

• Manage Bias Audits and Reporting: Conduct simulated audits to detect disparate impacts in hiring algorithms, providing actionable insights to reduce legal risks.

The core of our Service relies on advanced machine learning models trained on publicly available regulatory data, case law summaries, and best practices from authoritative sources. While we integrate references to .gov resources for accuracy—such as the DOL's wage and hour division—our AI outputs are synthesized for efficiency, not exhaustive legal analysis.

EmployArmor supports organizations of all sizes, from startups to enterprises, in jurisdictions primarily within the United States, with considerations for global compliance where applicable. Features are accessible via web browser on desktop and mobile devices, with secure cloud storage for generated documents. Subscription tiers include basic analysis tools for small teams and advanced enterprise features like API integrations for HR systems.

By using the Service, you agree to provide accurate input data (e.g., job descriptions, candidate profiles) to generate relevant outputs. We do not store sensitive personal data beyond what's necessary for functionality, in line with our Privacy Policy.

3. Not Legal Advice

EmployArmor serves as a technological aid for managing employment compliance, not as a provider of legal services. We emphasize that:

• Informational and Compliance-Management Tool: The platform offers tools to organize, generate, and track compliance-related materials. This includes summaries of laws like the Americans with Disabilities Act (ADA) or the Age Discrimination in Employment Act (ADEA), but these are not interpretations or advice. For official texts, consult justice.gov or eeoc.gov.

• No Substantive Legal Guidance: Any regulatory insights, document templates, or risk assessments are generalized and based on AI processing of public data. They do not account for your unique circumstances, such as industry-specific regulations or ongoing litigation.

• Consultation Requirement: It is your sole responsibility to engage qualified legal professionals for advice tailored to your operations. Failure to do so may expose your organization to liabilities, including fines under federal anti-discrimination laws.

• No Attorney-Client Privilege: Communications with the platform, including queries to our AI, do not create privilege or confidentiality protections equivalent to those with an attorney. We may use anonymized data to improve the Service, as detailed in our Privacy Policy.

EmployArmor promotes ethical AI use in hiring by encouraging users to cross-reference outputs with primary sources, such as the FTC's guidelines on AI transparency. If you suspect non-compliance in your AI hiring practices, we urge immediate consultation with counsel rather than relying on our tools alone.

4. AI-Generated Content

At the heart of EmployArmor is our AI engine, which processes user inputs to produce customized compliance materials. Key considerations include:

• Generation Process: AI models, powered by large language models and natural language processing, analyze inputs against a database of regulations (e.g., EEOC uniform guidelines on employee selection procedures). Outputs may include job posting templates compliant with OFCCP requirements or AI disclosure notices under emerging state laws like New York's AI Bias in Hiring Law.

• Potential Limitations: Despite rigorous testing, AI can produce inaccuracies due to model hallucinations, evolving laws, or incomplete user inputs. For example, while we reference the DOL's AI accountability framework, real-time changes (e.g., new court rulings) may not be instantly reflected.

• User Responsibility: You bear full accountability for verifying, editing, and implementing any generated content. We recommend legal review to confirm alignment with jurisdiction-specific rules, such as those in California under AB 331 for AI bias assessments.

• Error Reporting: If you identify errors in AI outputs, please report them via support@employarmor.com to help refine our models. We commit to iterative improvements but cannot guarantee perfection.

• Intellectual Property in Outputs: Generated documents incorporate your inputs and our proprietary templates. You receive a non-exclusive license for internal business use, but redistribution requires our consent.

To enhance reliability, EmployArmor includes built-in disclaimers in all outputs, reminding users of the need for attorney review. For deeper understanding of AI risks in employment, explore the NIST AI Risk Management Framework, which informs our development.

5. Account Responsibilities

Creating and maintaining an account is essential for accessing personalized features. Your obligations include:

• Accurate Registration: Provide truthful, up-to-date information during signup, including business details and contact info. Misrepresentation may lead to account suspension.

• Credential Security: Safeguard your login credentials. Use strong passwords and enable two-factor authentication (2FA) where available. You are liable for any unauthorized access resulting from negligence.

• Activity Accountability: All actions under your account—such as generating documents or running audits—are attributable to you. Monitor usage to prevent abuse.

• Unauthorized Use Notification: Report suspected breaches immediately to support@employarmor.com. We will investigate and may require verification to secure your account.

• Age and Eligibility: Users must be at least 18 years old or the age of majority in their jurisdiction. Accounts for organizations require authorization from a legal representative.

• Data Management: Regularly review and update your stored data. Upon request, we can assist with exports, subject to our data retention policies.

We employ industry-standard security measures, including encryption and compliance with SOC 2 standards, to protect accounts. For more on data security in HR tech, see the FTC's data security guidance.

6. Subscription & Billing

EmployArmor operates on a subscription model to ensure sustainable access to premium features. Details include:

• Plan Options: Choose from monthly or annual plans, with tiers like Basic (core AI generation), Pro (advanced audits), and Enterprise (custom integrations). Pricing is listed on our website and may vary by region.

• Payment Processing: All transactions are handled securely via Stripe, supporting major credit cards, ACH, and invoicing for enterprises. By subscribing, you authorize recurring charges to your method on file.

• Renewal and Cancellation: Subscriptions auto-renew at the end of each period. Cancel anytime via account dashboard; access continues until the period ends. No partial refunds for early cancellation.

• Refunds and Adjustments: Refunds are discretionary, typically for billing errors or within 14 days of purchase for annual plans. Contact support@employarmor.com with details, including transaction ID.

• Price Changes: We may adjust pricing with 30 days' notice via email or site posting. Existing subscribers are grandfathered until renewal unless otherwise stated.

• Taxes and Fees: You are responsible for applicable taxes, duties, or fees. International users should note currency conversions and VAT/GST obligations.

• Trial Periods: Free trials may be offered, converting to paid unless cancelled. Trials do not include refunds.

For billing disputes, refer to Stripe's terms, and consult consumerfinance.gov for U.S. payment rights.

7. Acceptable Use

To maintain a safe and effective platform, users must adhere to these guidelines:

• Lawful Purposes Only: Use the Service solely for legitimate business compliance needs. Prohibited: Illegal activities, harassment, or violations of anti-discrimination laws.

• No Reverse Engineering: Do not attempt to hack, decompile, or extract proprietary code/AI models. This includes scraping content without permission.

• Account Integrity: Keep credentials private; no sharing or selling access.

• Ethical Content Generation: Avoid using AI for deceptive practices, such as falsifying compliance docs or evading regulations.

• Non-Interference: Refrain from actions that burden servers, like excessive API calls, or introduce malware.

• No Resale: Do not commercialize outputs without a reseller agreement.

Violations may result in immediate termination, with potential reporting to authorities (e.g., ftc.gov for unfair practices). We monitor usage to enforce these rules.

8. Intellectual Property

EmployArmor protects its innovations while respecting user rights:

• Our IP: All platform elements—AI algorithms, UI/UX, branding, and underlying code—are proprietary to EmployArmor, protected by U.S. copyright (17 U.S.C.), trademarks, and patents where applicable.

• User Inputs: You own your data (e.g., job specs, audit logs). We claim no ownership but may use anonymized aggregates for Service improvement.

• Generated Outputs: AI-produced documents blend your inputs with our templates. You receive a perpetual, non-transferable license for internal use. Attribution to EmployArmor is appreciated but not required.

• Third-Party Links: We link to .gov sites (e.g., eeoc.gov) for reference; these are public domain, but we disclaim liability for external content.

• Infringement Claims: Report suspected violations to support@employarmor.com. We respond per DMCA guidelines.

For global users, IP rights align with the Berne Convention and U.S. law.

9. Limitation of Liability

In no event shall EmployArmor be liable for indirect, incidental, special, consequential, or punitive damages, including lost profits, data loss, or business interruption, even if advised of the possibility. This includes risks from AI errors, regulatory changes, or third-party integrations.

Our aggregate liability is capped at fees paid by you in the prior 12 months. This limitation applies to contract, tort, or other claims.

Specifically, we disclaim liability for:

• Inaccurate AI outputs leading to compliance failures.

• Downtime or Service interruptions.

• User data breaches not caused by our gross negligence.

These terms reflect the SaaS nature of our Service and industry standards. For examples, see liability clauses in similar platforms compliant with DOL e-laws.

10. Disclaimer of Warranties

The Service is provided "AS IS" and "AS AVAILABLE," without express or implied warranties. This includes no guarantees of:

• Merchantability, fitness for a particular purpose, or uninterrupted operation.

• Accuracy, completeness, or non-infringement of AI content.

• Compatibility with your systems.

We do not warrant against viruses or errors. You use the Service at your own risk, bearing all compliance responsibilities. Backup your data regularly.

11. Termination

We may terminate or suspend access for:

• Terms violations.

• Non-payment.

• Security risks.

• At our discretion, with notice where possible.

You may close your account anytime, but outstanding fees remain due. Post-termination, data access ends, though we retain records for legal purposes (e.g., 7 years per IRS/DOL rules).

12. Governing Law

These Terms are governed by Delaware law, without conflicts principles. Disputes resolve in Delaware courts. For international users, mandatory arbitration may apply under AAA rules.

13. Changes to These Terms

Updates post here with date. Continued use = acceptance. We notify via email/site for major changes.

14. Contact Us

Questions? Email support@employarmor.com.

Frequently Asked Questions (FAQ)

To address common inquiries, we've compiled this FAQ. For structured data, this section supports FAQPage schema for search engines.

What is EmployArmor, and how does AI fit in?

EmployArmor is a compliance platform using AI to help with hiring regulations. AI analyzes laws like EEOC guidelines (eeoc.gov) to generate docs, but always review with a lawyer.

Is EmployArmor legal advice?

No. It's a tool for info only. Consult an attorney for advice; we don't create attorney-client relationships.

How accurate is the AI-generated content?

We aim for high accuracy using reliable sources, but AI isn't perfect. Errors possible; legal review essential. Report issues to improve.

Can I cancel my subscription?

Yes, anytime via dashboard. Access until period end; no refunds typically.

What if I violate the Terms?

We may suspend/terminate access and pursue legal remedies.

Does EmployArmor comply with data privacy laws?

Yes, we follow CCPA, GDPR via Privacy Policy. Data encrypted; no unnecessary storage.

How do I handle international compliance?

U.S.-focused, but adaptable. For EU, align with GDPR; consult local counsel.

What about refunds?

Case-by-case; contact support within 14 days for eligibility.

Who owns the generated documents?

You do for business use, licensed from us.

Where can I find official regulations?

Link to eeoc.gov, dol.gov, and justice.gov.

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