HR compliance checklist

What an HR compliance checklist is

An HR compliance checklist supports HR teams in ensuring their organisation complies with applicable laws, regulations, and internal policies across HR activities. A robust checklist reduces legal exposure and helps create a fair, safe and equitable workplace.

As an HR professional, you’ll want your organisation to be compliant with all relevant employment laws. It’s essential your business follows local laws in every jurisdiction where it operates.

Please note the HR compliance checklist below is written for companies in the US; other countries may use a similar process, but specific statutes and government agencies will differ.

HR compliance checklist for growing businesses

Hiring and recruitment

• Job descriptionsKeep every job description current and clearly outline the essential duties and required qualifications for each role. Remove any language that could be discriminatory.

• Equal opportunity employer (EEO) complianceAdhere to EEO guidelines to avoid discrimination on the basis of race, colour, religion, sex, national origin, age, disability or genetic information.

• Background checksIf you conduct background checks, ensure they comply with the Fair Credit Reporting Act (FCRA) and obtain the necessary authorisations.

• Immigration law complianceConfirm employees are eligible to work in the relevant locations. For global employers with remote hires, carry out right-to-work checks before onboarding.

Employee policies and handbook

• Staff handbookKeep a current staff handbook and distribute it; include core policies such as anti-discrimination, harassment, attendance and disciplinary procedures.

• Acknowledgement of receiptObtain written acknowledgement from all employees that they have received and understand the staff handbook.

• Regular policy updatesReview and revise policies at least annually, or sooner if laws or organisational practices change.

Wage and hourly laws

• Fair Labour Standards Act (FLSA)Ensure you meet FLSA rules on minimum wage, overtime, recordkeeping and child labour.

• State wage lawsIn countries such as the US, comply with state-level wage and hour laws, which can set higher minimum wages and additional requirements beyond federal law.

• PayrollOperate accurate, timely payroll systems with correct withholding and documentation.

Health and safety

• Occupational Safety and Health Administration (OSHA) Compliance: Comply with OSHA regulations to maintain a safe and healthy workplace.

• Emergency proceduresHave clear emergency and evacuation procedures and communicate them to staff.

• Worker’s compensationManage and maintain workers' compensation insurance and deal with claims promptly and fairly.

Benefits and leave

• Family and Medical Leave Act (FMLA)Administer FMLA entitlements correctly for eligible employees.

• Affordable Care Act (ACA)Comply with ACA rules about private health insurance coverage for eligible staff.

• Employee leave lawsAdminister other leave types (for example, military leave, jury duty, bereavement) in line with local laws.

Data privacy and security

• Employee recordsStore and manage employee records securely, limit access and protect privacy in accordance with applicable data protection laws.

• Confidentiality agreementsUse confidentiality agreements where needed to safeguard sensitive information.

Anti-discrimination and harassment

• Training programsProvide regular training on anti-discrimination and harassment policies to all staff.

• Complaint proceduresHave clear complaint-handling procedures and make them available for issues of discrimination and harassment.

• InvestigationsCarry out timely, thorough and impartial investigations into employee complaints.

Termination and offboarding

• Termination proceduresApply clear, consistent and lawful processes for voluntary and involuntary terminations.

• Final payProcess final payslips in line with applicable local laws.

• Exit interviewsCarry out exit interviews to collect feedback and resolve outstanding employment matters.

Recordkeeping and reporting

• Record retentionKeep employment records for the legally required retention period.

• Reporting requirementsComply with all mandatory employment reporting. For example, US employers may be required to file EEO-1 reports and OSHA logs.

HR compliance with Remote HRIS

A thorough HR compliance checklist helps HR teams ensure their organisation operates inside legal frameworks, protecting both the business and its people.

Remote HRIS elevates global HR compliance. With real-time alerts for local legal updates, Remote keeps your HR processes aligned with international obligations at all times. Store contracts and employee records securely, manage leave and time tracking, and reduce compliance risk with country-, role- and employment-type-specific workflows.Whether you're managing employees, contractors, or EOR hires, Remote HRIS helps you stay compliant — all within a single platform.

Keep on top of global HR compliance with Remote HRIS today.