Payroll compliance intelligence across all 50 states.
Research requirements, monitor regulatory changes, track payroll deadlines and understand which jurisdictions affect your organization.
Ask in your own words, and get the law with its source.
Watch the assistant work: it searches the registry, checks what is currently in force, and answers by citing the provision. Every statement carries the legal basis behind it, so you can verify before you run payroll.
A question from the payroll desk
A demonstration with real questions and scripted answers, so you can read at your own pace. In the product, the question is yours.
Our own registry, with effective dates
Answers come from statutory text the platform maintains, not from a model recalling something. Superseded language never finds its way back in.
A source on every statement
Section, ruling or regulation next to each conclusion. Without that, an answer is just an opinion.
Your client agreements
The assistant reads the union agreements you uploaded and flags when a client clause overrides the general rule.
Deterministic math
Numbers never come from AI. Payroll, vacation and termination run on rule engines, with formula and base open line by line.
Start with the Regulatory Map.
The map is a real, working view of the LexPayroll Regulatory Registry, not a screenshot. Pick a state, browse its 44 tracked categories, open the official source behind each verified rule and see when it was last checked.
Search a jurisdiction
A scripted demonstration with real rules from the library, so you can read at your own pace. On the free map, the chosen state is yours.
Federal requirements and all 50 states. Open the free map to see, state by state, what has been researched and the official source behind every rule.
- Federal baseline, plus 50 states and the District of Columbia
- Rules organized by wage and hour, leave, payroll tax and compliance
- Official government source and effective date on every verified rule
- A declared gap is shown as a gap: the map never asserts what nobody read
The law changed. See at once who in your book is affected.
Every regulatory change is matched against the states where each client employs, and the list of who needs action comes out ready. Federal reaches the whole book; state reaches whoever employs there. Nobody has to cross spreadsheets to find out.
Minimum wage, California
- Example Foods Inc.CA
California's minimum wage is set to increase to $17.40 per hour on January 1, 2027, for all employers not otherwise covered by a higher minimum wage specific to an industry or a locality.
See each part working
Each block below is how the module actually answers, with the official source exactly where it appears in the product.
Ask payroll questions. See the authority behind the answer.
LexPayroll combines regulatory research and AI to answer payroll questions using its compliance registry and official sources. Every answer shows where it came from: jurisdiction, effective date and the government publication behind it.
Effective January 1, 2026, the minimum wage is $16.90 per hour for all employers, not otherwise covered by a higher minimum wage specific to an industry or a locality.
- Jurisdiction
- California
- Effective date
- 2026-01-01
- Official source
- California Department of Industrial Relations
Rendered from the registry: the same rule the Regulatory Map shows for California. The chat itself is part of the full platform.
The reverse direction: describe the process, get the divergences.
Describe how your payroll actually runs (pay frequency, overtime handling, final-pay timing, deductions) and the system tells you, point by point, where it diverges from federal and state requirements, with the rule behind each finding.
- Final pay timingRisk: High
In California final pay is due at the moment of discharge. The described process pays on the next cycle.
- Overtime calculationRisk: Medium
The base does not include the nondiscretionary bonus in the regular rate, as the FLSA requires.
What changed, who is hit, and what to do.
The engine watches official publishers (the eCFR, the Department of Labor, state labor departments and revenue agencies) and does not stop at the alert: it scores how urgent each change is, matches the jurisdiction against the worksites your companies have on file, and keeps what the law requires apart from the recommended action. Nothing enters the library without a human decision.
- Impact levelHigh
Why this level
- A mandatory value changed
- A category that errs in dollars
- Effective in under 90 days
- Impacted companies
Matched against the worksites on file: whoever employs in WA shows up here.
- Harbor Light Coffee Co.2 worksites in WA
- Cascade Metalworks LLC1 worksite in WA
- Legal requirement
Read from the official source, field by field: previous value, new value and effective date. No AI model writes in this half.
Recommended actionReview hourly pay bands for the WA staff before the effective date and record the adjustment in payroll.
- FederalNew contribution wage baseSSA
- NYPaid leave entitlement expandedNY DOL
A worked example with fictitious companies. The fields and their order are the product’s.
Every entry carries the publisher it was read from. Third-party portals are never a source here.
Deadlines should not be surprises.
Federal payroll obligations (quarterly returns, annual filings, wage statements) tracked with their real anchors, and adjusted when a due date lands on a weekend or holiday. State deadlines join the calendar as their anchors are verified against the official source.
- Form 941
- Form 940
- W-2
- 1099-NEC
- plus deposits, wage reports and more
- Original deadlineThe statutory due date
- Weekend or holidayThe due date falls on a non-business day
- Adjusted deadlineMoved to the next business day
The memory of everything that changed.
A timeline per rule, filterable by state, category, change type and date, with charts. Updates tell you what changed now; the Calendar, when it becomes dated work; Reports keeps the record of both.
- 2024-01-01$16.00/hr
- 2025-01-01$16.50/hr
- 2026-01-01$17.00/hrIn force
Rules follow the worksite, not the headquarters.
Each employer in the book holds its worksites, and it is the worksite state that drives which rules apply. The record gathers documents, union agreements and compliance history, in tabs.
- CAHeadquarters44 categories
- TXDistribution center44 categories
Rules follow the worksite state, not the headquarters state.
The CBA split into articles, reconciled against the statutory floor.
Upload the collective bargaining agreement and the system splits it into articles, flags the ones that create payroll obligations and reconciles them against statutory minimums. An agreement can be shared across worksites: one contract covering several locations is uploaded once and linked where it applies.
Differential of $2.50/hr on the night shift.
When a source goes quiet, the screen says so.
Every official publisher the product reads appears with the date it was last reached and whether it answered. A silent source is the most dangerous kind of error: silence looks exactly like "nothing changed". This screen exists so that it does not.
| Source | Status |
|---|---|
| eCFR | Answering |
| Federal Register | Answering |
| Department of Labor | Answering |
No rule comes from a third-party portal.
Every verified rule in the US registry is read on the official publisher own website, and that address is stored on the rule. Nothing enters through an aggregator, a news portal or a third-party summary.
- eCFR and the Federal Register, for federal regulation
- Department of Labor, for wage and hour
- IRS and SSA, for payroll taxes
- State labor and revenue departments, for state law
- GovInfo, for the official published text
- eCFR
- Federal Register
- GovInfo
- Department of Labor
- IRS
- SSA
- State labor departments
- State revenue agencies
Watched at the source, reviewed before it reaches you.
LexPayroll monitors the Federal Register, federal agencies and state government sources. Detected changes are analyzed, reviewed and only then become regulatory intelligence, connected to the jurisdictions and organizations they affect.