HR compliance checklist

What an HR compliance checklist does

An HR compliance checklist helps HR professionals confirm their organisation follows applicable laws, regulations and internal policies across HR activities. A robust checklist reduces legal risk and supports a fair, safe and equitable workplace.

As an HR professional you’ll want your organisation to be compliant with all relevant employment laws. It is essential that your organisation follows the local laws in every country where it operates.

Note that the HR compliance checklist below is written for companies in the US. While the steps may be similar in other jurisdictions, specific laws and government agencies will differ.

HR compliance checklist for companies that are growing

Hiring and recruitment

• Job descriptionsKeep job descriptions current and ensure they accurately state the essential duties and required qualifications for each role. Avoid any discriminatory wording in the descriptions.

• Equal Opportunity Employer (EEO) complianceAdhere to EEO guidelines to avoid discrimination based on race, colour, religion, sex, national origin, age, disability, or genetic information.

• Background checksWhen carrying out background checks, ensure they comply with the Fair Credit Reporting Act (FCRA) and obtain proper authorisations.

• Immigration law complianceConfirm employees are eligible to work in the relevant jurisdictions. If your organisation is global and hires remote workers, complete right-to-work checks before onboarding.

Employee policies and handbook

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

• Acknowledgement of receiptRequire employees to sign an acknowledgement confirming 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 requirements on minimum wage, overtime, recordkeeping and child labour.

• State wage lawsIn countries such as the US, follow state-level wage and hour laws, which can set higher minimum wages and additional rules beyond federal standards.

• PayrollOperate accurate, timely payroll processes, including correct withholding and proper documentation.

Health and safety

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

• Emergency proceduresMaintain and communicate clear emergency and evacuation procedures.

• Worker’s compensationManage worker’s compensation insurance and ensure claims are handled promptly and fairly.

Benefits and leave

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

• Affordable Care Act (ACA)Follow ACA rules around private medical insurance coverage for eligible employees.

• Employee leave lawsManage 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, restricting access and protecting privacy in accordance with applicable data protection laws.

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

Anti-discrimination and harassment

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

• Complaint proceduresMaintain clear complaint procedures and make them available for handling discrimination and harassment claims.

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

Termination and offboarding

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

• Final payEnsure final payslips are processed in line with local legal requirements.

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

Recordkeeping and reporting

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

• Reporting requirementsMeet all required 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 thorough HR compliance checklist helps HR professionals ensure their organisation operates within legal frameworks, protecting both the organisation and its employees.

Remote HRIS elevates global HR compliance. With real-time alerts about local legal changes, Remote keeps your HR operations aligned with international requirements. Store contracts and employee records securely, administer leave and time tracking, and reduce compliance risks with workflows configured by country, role, and employment type.Whether you're managing employees, contractors, or EOR hires, Remote HRIS helps you keep your business compliant — all in one unified platform.

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