HR answers you can defend

CogNexusHR is a workforce decision intelligence platform — an AI HR advisor that cites the law. It gives you instant, conversational HR and labour-law guidance in Arabic or English, and every answer is grounded in the specific governing article of the law for your jurisdiction (for example, KSA Labor Law Art. 104). Beyond answering questions, it records each decision and the rule behind it in a Decision Ledger, preserves your institutional knowledge in Company Memory, drafts jurisdiction-correct HR documents, and proactively flags compliance obligations before they become problems. In short: it turns scattered HR judgement calls into defensible, citation-backed, well-documented decisions.

It is built for the people who carry HR and compliance risk: HR managers and teams, HR business partners, founders and COOs wearing the HR hat, people-operations leads, and compliance or legal stakeholders who need a defensible trail. It serves organisations of all sizes operating in the GCC and beyond — from a single HR practitioner who wants a knowledgeable second opinion, to a multi-person HR function that needs shared memory, role-based access, and an auditable record of every decision.

Three things. First, it cites the law — instead of a confident-sounding paragraph, you get an answer tied to the exact governing article, with the legal floor clearly separated from common convention. Second, the statute always prevails — your own policies and notes inform answers, but if anything you've uploaded falls below a legal minimum, CogNexusHR follows the law and flags the conflict. Third, it remembers and records — conversations flow into your Decision Ledger and your Company Memory compounds over time, so the platform's answers become specific to your organisation and survive staff turnover. A general chatbot does none of these.

No. CogNexusHR is an intelligence layer, not a system of record. It sits on top of the HR tools you already run and makes them smarter — it does not store your payroll, run your applicant pipeline, or replace your HRIS. There is zero migration risk: you keep your stack and gain a compliance brain on top of it.

It means the platform doesn't just answer a question and forget it. Every decision you make — and the rule it was based on — is captured, time-stamped, and searchable. Over months and years this becomes a unique record of how your organisation handles terminations, disciplinaries, leave, redundancies and more. That record makes future decisions faster, more consistent, and far easier to defend if they're ever challenged.

It's the name for CogNexusHR's built-in compliance safety checks. Before and after the AI produces an answer, the platform runs automated checks to catch cross-jurisdiction mix-ups and any guidance that would fall below a statutory minimum. The result is guidance you can act on with confidence — the law is always the floor, and unsafe or sub-statutory suggestions are flagged rather than passed through.

Yes. Every feature is switched on for the full 30 days — no gated modules, no usage throttling, and no credit card required to start. The point is to let you evaluate the real product on your own data and your own questions, not a stripped-down demo.

No. You can start your fully-unlocked 30-day trial without entering any payment details.

Founding-customer pricing is available to early adopters who join during the launch window, with priority onboarding and influence over the roadmap. Exact pricing is shared during your trial, and founding-customer seats are limited. Starting the free trial is how you lock in the early-adopter rate before it rises.

It's an early-adopter program for organisations that come on board during the launch window. Founding customers receive preferential, locked-in pricing, priority onboarding support, and a direct line into the product roadmap — your needs help shape what gets built next. Seats are limited by design.

You can export your documents and decision records at any time, and you can cancel whenever you like. Your data is yours — there's no hostage-taking of your content if you choose not to continue.

There's no intelligence lock-in: because you can bring your own AI model and export your data and records at any time, you're never trapped. Specific commercial terms are discussed during your trial.

CogNexusHR is live across the GCC — Saudi Arabia, the United Arab Emirates, Qatar, Bahrain, Oman and Kuwait — with each jurisdiction's labour law maintained at the article level. Coverage of more of MENA, then Europe, North America, Africa, Asia, Latin America and Oceania, is on the roadmap.

Yes, where they exist. Some GCC markets have independent employment regimes inside free zones or financial centres that differ from the federal law — for example the UAE's DIFC and ADGM, and Qatar's QFC and QFZA. CogNexusHR models these distinct regimes so guidance reflects the rules that actually apply to your entity, not just the federal default.

Yes. In the UAE, for instance, the private sector and the federal government operate under different employment regimes, and the two must never be mixed. CogNexusHR applies the correct regime for your workspace so you don't get a private-sector answer to a government-sector question, or vice versa.

Yes. CogNexusHR is Arabic-first, with full right-to-left support, built on a single country-agnostic interface. You can ask questions and receive answers in Arabic or English, and generated documents can be produced in either language. Where a jurisdiction treats the Arabic text of the law as authoritative, that principle is respected.

Yes. A language toggle is always available in the workspace. Switching changes the interface and the language of the AI's answers; it does not affect your stored data, documents, or saved decisions.

The platform tracks changes to labour law and surfaces verified updates relevant to your jurisdiction, explaining what changed and what it means for you. When something changes that affects a rule you rely on, you can raise it with the HR Advisor to see how it applies to your specific policies, and run a Policy Gap Analysis to check your documents against the new position.

You ask a question in plain language — in Arabic or English — and the Advisor responds with guidance grounded in the law for your jurisdiction, your uploaded documents, and your Company Memory, in that order of authority. Answers separate the legal minimum from common practice and cite the specific article behind the guidance, so you can verify and defend the position.

It means the law is the floor that nothing can drop below. Your company policies and your Company Memory inform the Advisor's answers, but if any of them conflict with a statutory minimum, the Advisor follows the statute and tells you there's a conflict. You'll never be quietly handed advice that sits below what the law requires.

Every answer names the governing article so you can check it yourself — that verifiability is the whole point. The platform is engineered to ground answers in maintained, jurisdiction-specific legal data rather than generic web text, and its safety checks flag sub-statutory or cross-jurisdiction errors. That said, CogNexusHR provides advisory guidance, not a formal legal opinion (see the legal section below).

Yes. If your question references more than one jurisdiction, the Advisor brings in the relevant law for each one and keeps them separate, so you can see how the same situation is treated in, say, the UAE versus Saudi Arabia — without the regimes getting blended together.

Anything across the HR lifecycle: recruitment and onboarding, labour-law and compliance questions, compensation and benefits, performance management, employee relations and grievances, disciplinary and termination scenarios, leave and working-hours rules, end-of-service entitlements, policies and procedures, and HR transformation. Quick-start category buttons help you frame common topics.

Yes. It keeps the context of your recent conversation so you can ask natural follow-ups ("what if they were still on probation?") without restating everything each time.

The Advisor is grounded first in maintained, jurisdiction-specific legal data. There is an optional live-search fallback used only when that maintained data is silent on a point — and anything it returns is clearly flagged as unverified, so you always know what's grounded in the maintained law versus what's a freshness check to confirm with counsel.

It's an auditable, time-stamped record of your HR decisions and the rule each one was based on. Every conversation with the Advisor is captured automatically; you can then mark a decision to follow up, record what was actually decided (which may differ from what was recommended), and later record the outcome. Over time this turns informal judgement into a defensible compliance trail — born auditable, not reconstructed after the fact.

Company Memory is your organisation's persistent institutional knowledge — your culture, pay philosophy, structure, internal terminology, and prior context — that the Advisor weaves into every answer. It makes guidance specific to your organisation and ensures that knowledge survives staff turnover. It is context, not law: if anything recorded there sits below a legal minimum, the statute still wins.

A central, searchable home for your HR manuals, policies, and handbooks. You can upload files (PDF, Word, Excel, PowerPoint, CSV, HTML, Markdown, and plain text), bulk-upload folders, and connect cloud sources. Once a document is processed, the Advisor grounds its answers in your own policies alongside the law — and flags any conflict where a policy falls short of a legal minimum.

A tool that drafts jurisdiction-correct HR documents in seconds — offer letters, employment contracts, warning letters, termination letters, resignation acceptances, salary and experience certificates, NOCs, probation confirmations, and promotion letters — in Arabic or English. Every draft respects statutory minimums, and any corrections or citations appear in a clearly separated compliance-notes section. Drafts are advisory; have counsel review before issuing anything with legal consequence.

It analyses one of your uploaded policies against the governing law for your jurisdiction and surfaces three things: clauses that fall below a legal minimum, statutory obligations your policy is missing entirely, and the areas where you're already compliant — each linked to the relevant article. It's the fastest way to find where your handbook is exposed.

It compares multiple documents side by side — up to several at once — building a matrix that flags any clause below a legal minimum and surfaces where your own documents disagree with each other, all cited. It's ideal when you have different contract templates across departments or regions and want to find inconsistencies before they become disputes.

Before you act, it scores the legal risk of a people decision — a termination, disciplinary, redundancy, or change of terms — on a 0–100 scale, with the specific drivers pushing the score up and the concrete steps that would bring it down, grounded in the law for your jurisdiction. It's designed to be run before you act, while you can still change your approach.

A calendar of statutory deadlines and recurring obligations — visa and labour-card renewals, contract expiries, probation ends, payroll runs, localisation/nationalisation reviews, and licence and insurance renewals. You set multiple alerts per deadline (from three months down to three days, or a custom lead time), can import many deadlines at once from a spreadsheet, and see live counters for what's overdue, due this week, and due this month.

Law Updates is a feed of verified legislative changes relevant to your jurisdiction, each reviewed before it appears, with an explanation of what changed and what it means. Compliance Alerts and Compliance Intelligence proactively surface obligations and exposure across your live jurisdictions, so issues are flagged before they become problems rather than discovered afterwards.

It's the single, country-agnostic experience powered by per-jurisdiction legal data maintained at the article level. You switch jurisdictions and the interface stays the same while the law stays locally correct — so a multi-country employer manages everything in one place without juggling separate tools.

BYO-LLM means "Bring Your Own LLM." You choose which AI model provider powers your workspace — Anthropic's Claude, OpenAI, OpenRouter, DeepSeek, Qwen, or Zhipu — or simply use the managed Claude default if you don't want to configure anything. Your sensitive HR data then flows through the provider you've contracted with, under your terms.

Three reasons. Data governance and residency: sensitive HR data — salaries, terminations, grievances — flows through your contracted provider under your data terms, which legal, finance and government buyers often require. Cost control: pick a frontier model for depth or a lean, low-cost model for routine work — you own the cost curve. No lock-in: swap models as the market evolves without leaving CogNexusHR; your workflow, memory and ledger stay, only the engine changes.

No. There's a managed Claude default that works out of the box for anyone who doesn't want to configure anything. Bringing your own model is an option for organisations that want provider-level data control or cost flexibility, not a requirement.

In Settings, you choose your provider, paste your key, run a connection test, and save once it passes. Your key is encrypted and is never displayed back to you after saving; you can remove or replace it at any time. Treat your key like a password.

The platform's legal grounding and safety checks apply on any model you choose. Frontier models tend to reason more sharply on edge-case legal nuance, while leaner models cut cost for routine work — so you can match the model tier to your risk appetite for a given workspace.

Yes. The workspace shows your token usage for the current period — total, input, output, and request counts — as reported by your provider, so you can keep an eye on cost.

You can upload individual files, bulk-upload folders, connect Google Drive, connect OneDrive / SharePoint, and connect local folders from your computer — then reference all of it in the HR Advisor. The philosophy is "connect, don't replace": CogNexusHR plays with the tools you already run.

HRIS, payroll, and ATS connectors are on the roadmap. Today CogNexusHR sits on top of your stack via document and drive connections; deeper system connectors are coming, and founding customers help prioritise which ones land first.

No. There's zero migration risk. CogNexusHR connects to and sits above your existing tools — you keep everything you already use and simply gain an intelligence layer on top.

PDF, Word (.docx), Excel (.xlsx), PowerPoint (.pptx), CSV, HTML, Markdown, and plain text. Scanned or image-only PDFs need text recognition (coming soon); for Google Docs or Sheets, export to PDF/DOCX/XLSX first.

Every customer operates in an isolated workspace — your people, documents, and decisions are private to you and never shared with other customers. Access is governed by role-based controls and enforced on the server, not merely hidden in the interface. The only data shared across customers is common legal reference material (jurisdictions and statute articles), because the law is the same for everyone.

Only the people you invite, and only to the extent their role allows. Access is per-person and invite-only — never granted automatically by email domain. You decide who is an Owner, Admin, or HR user, and you can restrict which features each role sees.

Yes. Your data is yours. You can export your documents and decision records whenever you want, and you can cancel anytime. There's no lock-in on your content.

Through BYO-LLM, your sensitive HR data can flow through your own contracted model provider under your data terms — which is often what legal, finance, and government buyers need. Combined with workspace isolation and server-side access enforcement, this gives you provider-level control over where and how your data is processed.

Your workspace content — your questions, documents, and decision text — is private to your workspace and is not shared with other customers. Only common legal reference data is shared across customers, because it's the same law for everyone.

Archiving a decision removes it from your everyday view while a tamper-proof record is retained for your workspace administrator's compliance purposes. For permanent data-subject erasure under regimes such as GDPR or the UAE PDPL, you can contact CogNexusHR support to action a formal request.

Yes. You can invite colleagues into a shared workspace where they collaborate on the same Advisor, Decision Ledger, document library, and company context — with each person's access governed by their assigned role.

In the Team area, you invite a colleague by their exact company email and assign them a role; you can change a member's role or remove them at any time. Access is per-person and invite-only — it is never granted automatically just because someone shares your email domain.

There is a Workspace Owner with full control; an Admin for operational management; an HR Member for full day-to-day use (asking the Advisor, recording decisions, generating and uploading documents); an HR Support role for operational drafting and analysis; and an HR Viewer with lighter, read-oriented access. The Owner always retains full access.

Yes. A Permissions screen lets you choose which roles can use each feature; turning a feature off hides that tab for that role. You can restrict access from the default, and the Workspace Owner always keeps full access. Changes take effect for each member on their next sign-in.

No. CogNexusHR provides advisory guidance to help you decide faster and catch compliance gaps early — it is not a formal legal opinion. For formal proceedings such as litigation, disputes, or regulator submissions, you should have a licensed employment attorney review the position before you act. The platform is designed to make that review faster and better-informed, not to replace it.

Each live jurisdiction is maintained at the article level, and the platform tracks changes to labour law and surfaces verified updates with an explanation of what changed. When a change affects a rule you rely on, you can immediately test how it applies to your policies.

The Advisor will ground what it can in the maintained law and tell you where it's relying on an optional live-search fallback, which is flagged as unverified. For genuinely novel or high-stakes situations, treat the guidance as a well-informed starting point and confirm with local counsel.

Yes. Generated documents and risk-scored decisions are advisory drafts and assessments. For anything with legal consequence — contracts, terminations, disciplinary actions — have qualified counsel review before issuing or acting.

Start your fully-unlocked 30-day free trial, set your jurisdiction, optionally upload a few of your policies and add a couple of Company Memory notes, and start asking the HR Advisor real questions. No credit card is required to begin.

No. CogNexusHR runs in your browser. There's nothing to install.

Most teams are productive immediately — set your jurisdiction, invite colleagues, and start asking questions. Uploading your key policies and adding Company Memory notes takes guidance from useful to tailored, and that can be done gradually.

If you still have questions, reach out through the contact options on cognexushr.com, or simply start the free trial and put the product to work on your own scenarios — the fastest way to evaluate it is on your own data.