A structured review of your HR practices against federal and state requirements, with a clear, ranked plan to fix what we find and support to carry it out.
Most HR compliance problems are not intentional. They build up quietly: a role classified as exempt years ago that no longer fits the duties test, I-9 forms completed inconsistently, a handbook that predates a law change, or personnel files that mix confidential medical information with everything else. An HR compliance audit brings those issues to the surface while they are still simple to fix.
Our audits are practical. You receive written findings ranked by risk, a remediation plan in plain language, and, because we build and stay, help implementing the fixes rather than a report that sits in a drawer.
Exempt versus non-exempt status under the FLSA duties and salary tests, and employee versus independent contractor status.
Timekeeping, overtime calculation, breaks, final pay, and pay-change notice practices for your state.
Form I-9 completion and retention, E-Verify obligations where your state requires them, and offer letters.
Whether your written policies are current, consistent, and followed in practice.
Retention, organization, and separation of confidential medical records from general personnel files.
Coverage under laws such as the FMLA, ADA, and Pregnant Workers Fairness Act, plus required federal and state notices.
We review your current policies, practices, and risk areas, and listen to what leadership is seeing day to day.
We draft the policies, processes, and tools the engagement calls for, written for your organization rather than pulled from a template.
We roll the work out alongside your team, including manager training and employee communication.
Ongoing support keeps the work current as laws change and your organization grows.
Many organizations review annually, and again after major changes such as a merger, a new state, a jump in headcount, or a significant law change. Crossing thresholds like 15, 20, or 50 employees can bring new federal obligations.
Written findings ranked by risk, a remediation plan with recommended priorities, and the option to have us implement the fixes alongside your team.
No. An HR compliance audit is a practical HR review. When a finding needs a legal opinion, we will say so clearly and can coordinate with your employment attorney.
Yes. Documents are shared securely, and interviews with leaders and managers happen by video. Our remote-first model lets us serve organizations nationwide.
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Schedule a consultation to talk through where your organization stands today and where you want it to go.
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