Checklist for HR compliance

What an HR compliance checklist covers

An HR compliance checklist enables HR teams to ensure the organisation complies with applicable laws, regulations and internal policies across all HR activities. A robust checklist reduces legal exposure and supports a fair, safe and equitable working environment.

As an HR professional, you will want your organisation to comply with all relevant employment laws. It is a legal requirement that your organisation follows local legislation in every territory where it does business.

Please note this checklist is tailored for companies in the US. While many steps may be similar elsewhere, the specific statutes and responsible government agencies will differ.

HR compliance checklist for growing companies

Hiring and recruitment

• Job descriptionsKeep job descriptions current and accurate, clearly listing essential duties and required qualifications for each role. Remove any language that could be interpreted as discriminatory.

• Equal Opportunity Employer (EEO) complianceObserve EEO guidelines to prevent discrimination based on 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 that you obtain all necessary authorisations.

• Immigration law complianceConfirm employee eligibility to work in the relevant locations. For HR professionals in global organisations with remote staff, complete right-to-work checks prior to onboarding any new hire.

Employee policies and handbook

• Staff handbookMaintain and distribute a current staff handbook that covers key policies, including anti-discrimination, harassment, attendance and disciplinary procedures.

• Acknowledgement of receiptRequire all employees to sign an acknowledgement confirming they have received and understood the staff handbook.

• Regular policy updatesReview and revise policies at least annually, or sooner as necessary, to reflect legal and organisational changes.

Wage and hourly laws

• Fair Labour Standards Act (FLSA)Ensure adherence to FLSA provisions on minimum wage, overtime pay, recordkeeping and child labour.

• State wage lawsWhere applicable, comply with state-level wage and hour laws in the US, which can set higher minimum wages and additional requirements beyond federal rules.

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

Health and safety

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

• Emergency proceduresMaintain and circulate clear emergency and evacuation procedures that are well communicated.

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

Benefits and leave

• Family and Medical Leave Act (FMLA)Correctly administer FMLA leave entitlements for eligible employees.

• Affordable Care Act (ACA)Comply with ACA provisions concerning private medical insurance for eligible employees.

• Employee leave lawsManage other categories of leave (for example, military leave, jury duty and bereavement) in accordance with local laws.

Data privacy and security

• Employee recordsStore and handle employee records securely, restricting access and protecting privacy in line with applicable data protection laws.

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

Anti-discrimination and harassment

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

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

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

Termination and offboarding

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

• Final payEnsure final payslips are processed in accordance with local law.

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

Recordkeeping and reporting

• Record retentionRetain 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 comprehensive HR compliance checklist helps HR teams ensure the organisation operates within legal frameworks, safeguarding both the business and its employees.

Remote HRIS Elevates global HR compliance. With real-time alerts on local legal changes, Remote helps your HR operations remain aligned with international requirements at all times. Store contracts and employee records securely, manage leave and time tracking, and minimise compliance risks with workflows tailored by country, role, and employment type.Whether you're managing employees, contractors, or EOR hires, Remote HRIS helps you maintain business compliance — all within a single, unified platform.

Stay on top of global HR compliance Using Remote HRIS today.