HR compliance checklist

What an HR compliance checklist covers

An HR compliance checklist supports HR teams in ensuring the organisation follows applicable laws, regulations and internal policies across HR activities. A robust checklist reduces legal exposure and fosters a fair, safe and equitable workplace.

As an HR practitioner, you should ensure your organisation is compliant with all applicable employment laws. It is essential that your organisation follows the local legal requirements in every country where it operates.

Please note the checklist below is written for companies in the US; while many steps are comparable internationally, the precise laws and government bodies will vary.

HR compliance checklist for growing companies

Hiring and recruitment

• Job descriptionsKeep job descriptions current and clearly outline the core duties and required qualifications for each role. Remove any wording that could be discriminatory.

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

• Background checksWhere background checks are required, ensure they comply with the Fair Credit Reporting Act (FCRA) and obtain proper authorisations.

• Immigration law complianceConfirm employees’ entitlement to work in the relevant jurisdictions. For HR teams at global organisations with remote staff, carry out right-to-work checks before onboarding new hires.

Employee policies and handbook

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

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

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

Wage and hourly laws

• Fair Labour Standards Act (FLSA)Comply with FLSA obligations 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 or additional requirements beyond federal rules.

• PayrollOperate accurate, timely payroll processes, ensuring correct withholdings and thorough documentation.

Health and safety

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

• Emergency proceduresKeep clear emergency and evacuation procedures and communicate them widely.

• Worker’s compensationManage worker’s compensation cover and attend to claims promptly and fairly.

Benefits and leave

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

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

• Employee leave lawsAdminister other forms 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, restricting access and protecting 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 for all employees on anti-discrimination and harassment policies.

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

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

Termination and offboarding

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

• Final payEnsure final payslips are issued in line with local legislation.

• 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 period.

• Reporting requirementsMeet all required employment reporting obligations. For example, US employers may need to file EEO-1 reports and OSHA logs.

HR compliance with Remote HRIS

A comprehensive HR compliance checklist enables HR professionals to ensure their organisation operates within the law, protecting both the business and its staff.

Remote HRIS takes global HR compliance further. With real-time alerts on local legal changes, Remote helps your HR operations remain aligned with international requirements. Securely store contracts and employee records, manage leave and time tracking, and minimise compliance risks using workflows customised 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 with Remote HRIS today.