WorkAxle is the layer between your HR system and your payroll system, built for HR, labor-relations, and payroll leaders. People and contracts come in from your HRIS, WorkAxle schedules and captures the hours against labor law and your collective agreements, and payroll receives time data that is already classified, already compliant, and already defensible. Every check, override, and exception is logged.
The law and your agreements, codified.
Enforced before the schedule posts.
Multi-jurisdiction labor law. Union contracts in a 200-page PDF. Certifications that expire. Fair-workweek notice rules. Your system should know all of it, and surface the violation the moment it happens, before the schedule posts. WorkAxle does.
We know what carrying compliance for the whole organization actually looks like.
When the rules live in your head, in a PDF, and in three spreadsheets.
A grievance lands. A rest-period clause in the collective agreement was violated last week, the scheduler didn't know the rule existed, and neither did the manager who built the roster. Now you're cross-referencing a 200-page contract to figure out exposure before the union escalates.
Your labor-relations team flags that a new fair-workweek ordinance takes effect in one of your jurisdictions next month, 14-day advance notice, predictability pay, clopen restrictions. Your scheduling tool doesn't enforce any of it. You'll be explaining the penalties to finance.
Certifications. Three employees have credentials expiring this month and are scheduled across multiple sites. If a renewal lapses, every shift worked after expiry is a liability. Today you find out by accident, from a spreadsheet someone updates manually.
Payroll questions a shift differential. The premium wasn't applied because the rule lived in a person's memory, not the system. It's a correction now, an HR ticket, a re-run, and an employee who doesn't trust their pay.
Leadership wants proof that every assignment last quarter was compliant, by jurisdiction, by union, by rule. The proof exists, scattered across a legacy system, a scheduling tool, and one analyst's memory. It'll take a week to assemble.
When the system knows the law and your agreements.
The grievance? The rest-period clause is codified in the rule engine. The conflict surfaced at the scheduler's cursor, a warning on the critical rest-period rule, with a compliant replacement offered in the same panel.
The new ordinance? Your team updates the rule in the editor, no vendor release cycle. 14-day notice, clopen restrictions, and predictability triggers are enforced at scheduling time the moment they take effect, across every location in that jurisdiction.
The expiring certifications? Effective-dated fields flagged them ahead of time. Renewal alerts fired to the employees and supervisors; expiry triggers automatic reclassification, and the rule engine flags any assignment that needs the lapsed credential, with the override logged, until the renewal is recorded.
The pay question? The differential was applied by the rule engine at classification time, tied to the shift, the segment, and the time range. The timecard was correct before a manager ever saw it.
The audit? One export. Every enforcement, every override, every exception, with timestamp, actor, and reason, scoped by date, jurisdiction, employee group, or rule. Ready in minutes, not a week.
You can't carry compliance for an enterprise on a tool that treats the law, your contracts, and your certifications as someone else's problem.
Your compliance problems. Solved at the system level.
| Your problem | How WorkAxle handles it |
|---|---|
| Multi-jurisdiction labor law | Maximum daily and weekly hours, overtime thresholds, mandatory rest periods, break requirements, and minor-labor restrictions codified per jurisdiction. Prebuilt jurisdiction packs codify these rules for the jurisdictions you operate in. Enforced at scheduling and time classification. |
| Union & CBA enforcement | Seniority-based scheduling and bid rights, shift differentials, guaranteed-hours clauses, and overtime distribution rules codified directly. Deep union-member identity tracking. Prioritized call lists with full attempt tracking for union audit. A new clause Monday is enforced Tuesday, operator-authored, no vendor sprint. |
| Fair-workweek & predictive scheduling | 14-day advance notice, clopen restrictions, swap rights, and predictability triggers enforced at scheduling time, while the schedule is being built. The schedule is checked against them as it is built, before it posts. Update the rule yourself when a jurisdiction's ordinance changes; it takes effect immediately. |
| Certification & license tracking | Every credential tracked through effective-dated custom fields. Expiry triggers automatic group reclassification, and the rule engine flags it at assignment time; every override is logged. Renewal alerts ahead of expiry, so the credential gets renewed while the employee is still cleared to work. |
| Accurate pay | Overtime, holiday premiums, and shift differentials applied automatically by the rule engine at time classification. The premium is tied to the shift, the segment, and the time range, so it lands on the timecard without a coordinator and a spreadsheet. |
| Grievance defense | Rest-period, seniority, and assignment conflicts are caught at scheduling time, while the conflict can still be fixed. Overrides require a documented reason that flows to the audit log. When the conflict is caught and resolved before publish, the grievance never gets its opening. |
| Leave & absence across CBAs | Vacation, sick, parental, and comp time across multiple agreements and jurisdictions on one workflow. Accrual rules, entitlements, statutory holiday auto-grants, and blackout periods follow CBA and labor law automatically, on the same compliance engine. |
| Audit readiness | Every rule check, enforcement, override, and exception logged with timestamp, actor, and full event payload. Scope an export by date, jurisdiction, employee group, or rule category. The audit is one export, ready in minutes. |
Modules that combine. One compliance engine underneath.
Your people and contracts come in from the HR system. WorkAxle captures and classifies the hours against the law and your agreements, leave keeps entitlements straight, and payroll receives a file it can run without questions. The gap in the middle of your stack closes.
Compliance & Rule Engine
The configurable policy layer where labor law, union agreements, certifications, and internal rules are codified, and enforced before a violation is written to the schedule. Your operations and labor-relations teams author the rules in a no-code visual builder. The capability WorkAxle customers cite most.
Learn more →Time & Attendance
Every clock-in verified by identity and location. Overtime, holiday premiums, and shift differentials classified automatically by the same engine that governs scheduling. Configurable rounding per your jurisdiction's labor law. Clean, auditable timecards your people can trust.
Learn more →Leave & Absence
Vacation, sick, parental, and comp time across multiple CBAs and jurisdictions on one workflow. Request, approve, and cancel flows, statutory holiday auto-grants, calendar conflicts, and coverage management, with accruals and entitlements following CBA and labor law automatically.
Learn more →Payroll Export
Pre-classified hours flow to your payroll or accounting system with overtime, premiums, and differentials already applied. The export carries its own audit trail, so a pay question takes minutes to answer, corrections get rare, and your people learn to trust their pay.
Learn more →When the engine carries the rules, the numbers follow.
Frequently asked questions about workforce management for HR and compliance leaders
How does WorkAxle enforce labor-law and union compliance?
You codify your rules, labor laws, collective agreements, certification requirements, overtime limits, rest periods, seniority and bid rights, in a no-code visual rule builder. The engine then runs every schedule, assignment, and time record through them. Compliance is enforced continuously during auto-assignment and synchronously on every interactive edit, so violations are surfaced at the point of decision, as a warning, and every decision and override lands on the audit trail. WorkAxle's compliance engine runs live across multiple regions, and for a unionized Crown corporation it automated one of the most complex CBA portfolios in our customer base with no scripting.
Who writes and updates the rules, WorkAxle or our team?
Your team. The rule editor is a first-class product surface that your operations and labor-relations teams use directly. WorkAxle customer engineering helps with the initial encoding of complex CBAs and multi-jurisdiction labor law, but day-to-day rule changes are operator-authored. A new union clause or a new fair-workweek ordinance Monday is enforced Tuesday, no vendor release cycle, no support ticket. When a rule changes, it takes effect immediately across every schedule, site, and employee, and existing schedules can be re-validated on demand.
Can WorkAxle handle fair-workweek and predictive-scheduling laws?
Yes. 14-day advance notice, clopen restrictions, swap rights, and predictability triggers are codified as scheduling constraints and enforced at scheduling time across the affected jurisdiction. Certifications and licenses are tracked through effective-dated fields that flag assignment on expiry, with renewal alerts ahead of expiry. Because the rules are jurisdiction-scoped, multi-location operations enforce different ordinances in different places from one engine.
How does WorkAxle support audit readiness and grievance defense?
Every rule check, enforcement, override, and exception is logged with timestamp, actor, and full event payload. Override reasons are captured and queryable. When a regulator, a union, or leadership asks for proof, you scope an export by date range, jurisdiction, employee group, or rule category, for the day, the quarter, or the decade. Because conflicts (for example, a CBA clause versus a state law) are surfaced and resolved by priority rather than silently overridden, the audit trail shows what happened and why. WorkAxle is SOC 2 Type II, ISO 27001, and ISO 27018 certified, see the Security & Trust page for certificates.
See WorkAxle configured for your rules.
See how the compliance engine works.
Understand how labor law, union agreements, certifications, and internal policy connect inside a single configurable rule engine that enforces every rule before a schedule is published.
Review the security and audit posture.
SOC 2 Type II, ISO 27001 and ISO 27018 certified. For the buyers who verify before they trust.
Bring the rule that breaks every other vendor's demo.
The CBA nobody could model. The multi-jurisdiction overtime you still track by hand. The fair-workweek ordinance your current tool flags but can't enforce. We'll show you the platform with your contracts and your compliance requirements in mind.