Your product code is 90 days behind the law. We close the gap.
Every week, a new US wage, privacy, pay-equity, or AI-in-hiring rule changes what your payroll or HR software is legally allowed to do. RegWatch finds each one early, turns it into a specific engineering task, and puts it in the right person's queue — weeks before it goes live.
Compliance teams don't miss these rules. Product teams do.
Illinois' biometric privacy law has been on the books since 2008. New York City's AI-hiring law has been live since 2023. Colorado's AI Act (SB24-205) becomes enforceable June 30, 2026 — roughly 10 weeks from today. Pre-employment AI tools that touch Colorado applicants need impact assessments, bias audits, and consumer notices on day one. None of these came out of nowhere. Vendors still get surprised because the rule never travels from a lawyer's desk to the product backlog to the code that actually handles payroll, time clocks, or hiring screens. RegWatch fixes that handoff.
What you get
Every US rule that can hurt a payroll or HR product
We read every bill, every agency action, every enforcement letter across federal, all 50 states, and the major cities. You get the ones that matter to your product, not the 10,000 that don't.
A specific ticket, not a legal memo
For each rule that affects you, we write up the code path, the data field, the screen, the test cases, the customer email, and the countdown to the effective date. It's an engineering task, not a 40-page PDF.
Every rule is tied to a real fine or lawsuit
We anchor each rule to the enforcement action that makes it expensive — the $650M Facebook settlement under Illinois BIPA, the $5.8M FTC settlement against Ring, the first $365K EEOC AI-hiring case, New York City's first AI-hiring fines. Exposure in dollars, not paragraphs.
Built for the payroll and HR stack
Time clocks (BIPA), overtime rules, wage-hour, predictive scheduling, pay transparency.
State AG actions, CFPB posture, predatory-rate rules.
NYC Local Law 144, Colorado AI Act, Illinois HB 3773, EEOC Title VII guidance on AI.
CCPA and CPRA for employee data, pay transparency posting, EEO-1 pay data reporting.