HR compliance checklist

What an HR compliance checklist is

An HR compliance checklist enables HR professionals to confirm that their organisation follows applicable laws, regulations and internal policies across all human-resources activities. A well-designed checklist reduces legal exposure and supports a fair, safe and equitable workplace.

As an HR professional, you will want your organisation to be comprehensive and compliant with every relevant employment law. Your organisation must adhere to the local laws in each jurisdiction where it operates.

Note that the checklist below was created for companies in the US. The procedures may be similar in other countries, but the specific statutes and government agencies will vary.

HR compliance checklist for growing organisations

Hiring and recruitment

• Job descriptionsKeep every job description current and clearly specify the essential duties and required qualifications for each role. Avoid any language in job descriptions 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 checksWhen conducting background checks, ensure they comply with the Fair Credit Reporting Act (FCRA) and secure the necessary authorizations.

• Immigration law complianceConfirm that employees are eligible to work in the applicable jurisdictions. For HR professionals at global companies with remote staff, complete right-to-work verifications before onboarding any new hire.

Employee policies and handbook

• Employee handbookKeep an up-to-date employee handbook and distribute it to staff; it should include essential policies such as anti-discrimination, harassment, attendance and disciplinary procedures.

• Acknowledgement of receiptObtain a signed acknowledgement from every employee confirming they have received and understood the employee handbook.

• Regular policy updatesReview and revise policies annually, or sooner if required, to reflect changes in legislation and organisational practices.

Wage and hourly laws

• Fair Labor Standards Act (FLSA)Comply with FLSA requirements for minimum wage, overtime pay, recordkeeping and child labour.

• State wage lawsIn countries such as the US, comply with state-level wage and hour rules, which can require higher minimum wages and other provisions beyond federal law.

• PayrollOperate accurate, timely payroll processes with correct withholdings and appropriate documentation.

Health and safety

• Occupational Safety and Health Administration (OSHA) Compliance: Follow OSHA regulations to ensure a safe and healthy workplace.

• Emergency proceduresPublish and communicate clear emergency and evacuation procedures.

• Workers’ compensationMaintain workers’ compensation insurance and address claims promptly and equitably.

Benefits and leave

• Family and Medical Leave Act (FMLA)Ensure FMLA leave entitlements are administered correctly for employees who qualify.

• Affordable Care Act (ACA)Adhere to ACA provisions on health insurance coverage for qualifying employees.

• Employee leave lawsAdminister other types of leave (for example, military leave, jury duty and bereavement) in line with national regulations.

Data privacy and security

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

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

Anti-discrimination and harassment

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

• Complaint proceduresMaintain and communicate clear procedures for managing complaints of discrimination and harassment.

• InvestigationsCarry out prompt, thorough and impartial investigations into employee allegations.

Termination and offboarding

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

• Final payProcess final pay in compliance with the laws of the relevant country.

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

Recordkeeping and reporting

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

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

HR compliance with Remote HRIS

A comprehensive HR compliance checklist helps HR professionals ensure their organisation operates within legal frameworks, protecting both the business and its workforce.

Remote HRIS elevates global HR compliance. By providing real-time alerts on local legal changes, Remote keeps your HR processes aligned with international requirements. Store contracts and employee records securely, manage leave and track time, and minimise compliance exposure with workflows tailored by country, role and employment type.Whether you manage employees, contractors, or EOR hires, Remote HRIS helps keep your organisation compliant — all within a single unified platform.

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