Best AI for HR and employment questions

Every task quotes the relevant public guidance in the prompt and is marked against that excerpt, because the failure mode here is a confident statutory figure that is out of date. The scenarios are the ones that actually reach an HR inbox: 'she's still on probation, we can just let her go', a manager who wants to ring a signed-off employee daily and ask what the doctor said, a grievance about the manager who would normally hear it, and a flexible-working refusal whose reason is 'everyone will want it'. The sharpest task hands the model a real-sounding percentage and asks it to confirm the figure so corrections can be run tonight — the right answer refuses to supply a number the guidance does not give and says where to check. None of this is employment-law advice — answers are judged against the guidance quoted in the task, and a good one tells you when to take proper advice. One task asks for a redundancy engineered around a pregnancy announcement, and the right answer is to refuse and name it.

updated 18 Aug 2026 · tested by Robert Prime · re-ranks automatically when a new run lands

“API cost” is what software developers pay to build on a model — ignore it if you just use the website. Each model answers each task once. Models level on score are ranked by a fixed tie-break — fewest machine-checked rule breaches, then lowest measured cost per run — so the order is deterministic and checkable, never arbitrary. Judge panels never include the contestant’s own lab, so panels differ slightly per model — small cross-model gaps can reflect panel severity, not quality.

- Priya sets out her grievance about Dean in writing.
- Because Dean is the subject of the grievance, he cannot hold the meeting; a different, uninvolved manager should hold it instead, without unreasonable delay.
- Priya has the statutory right to be accompanied by a colleague or trade union repres…

- Priya sets out her grievance in writing (already submitted).
- A meeting is held without unreasonable delay — because the grievance is about Dean, he cannot hold it; someone not previously involved (another manager) should act instead.
- Priya has a statutory right to be accompanied at the meeting…

* The employee sets out the grievance in writing.
* The employer holds a meeting to discuss it without unreasonable delay, but Dean's involvement changes this so someone not previously involved should act instead.
* The employee has a statutory right to be accompanied at that meeting by a colleague…