In a world increasingly driven by data, more employers are using data to make critical labor and employment decisions and reduce the risk of costly legal disputes.

Against this backdrop, Littler has created this initiative to help employers understand the data revolution and to take advantage of the opportunities it has created. Littler has the internal resources to benchmark and analyze HR and litigation strategies.

Littler offers the following:

  • Littler Pay Equity Assessment – Measure compensation differences between demographic groups, identify those that are statistically significant, and determine the extent to which these differences reflect legitimate business considerations. In a privileged context, Littler can assist employers with the steps crucial to defensible audit and proactively tackle this issue by combining our deep experience in employment law, compensation, and the application of data science, econometrics and statistics to the law, with proprietary technology. The result is an analysis that assesses litigation risk and points you toward solutions.
  • Data Pipeline Service – Review your HR/legal/strategic needs and examine data from diverse sources in the organization in order to create a customized list of analytic questions that can identify potential workplace issues before they generate risk, loss of revenue, costly disputes or litigation. For example, are women slower to be promoted than men? Are there discrepancies in how certain policies are applied to minority employees? Is there a relationship between the way managers are communicating and claim filing? Are non-exempt employees in different facilities or regions being paid properly for rest and meal breaks? We can perform analyses over designated time intervals to ensure that organizational decisions are made based on the most current data available.
  • Analytics Partnership – Collaborate with in-house analytics teams to produce analyses that maximize value while minimizing risk. We understand the complex array of state and federal laws governing workplace data analytics and speak the languages of your analytics and legal teams.
  • Damages Assessment – Perform substantive analysis of your data to provide mathematical assessments of proposed claims, charges, single-plaintiff, class-action and any other litigation or settlement scenarios. Littler’s expert review system ensures that you will never overpay for external consultants and we can also work to make sure that you do not generate non-attorney-client privileged analyses that could be strategically disadvantageous.

Minimize Risk and Maximize Value Using Data

We understand that applying data analytics to HR decisions can raise legal issues in areas such as privacy, discrimination and background checks. Meanwhile, employers whose data are managed internally or externally could face complaints that mathematical hiring formulas negatively affect certain applicants.

We will partner with you in a way that mitigates those risks. Our attorneys are well-versed in the myriad laws that govern workplace data analytics, and we can help you take advantage of the opportunities presented by data in a privileged, protected environment.

Related People

Syeeda S. Amin

(214) 880-8116

Scott A. Forman


Michelle B. Heverly

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Allan G. King


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Office Managing Shareholder

Patricia J. Martin

Office Managing Shareholder

Paul D. Weiner

National eDiscovery Counsel