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HR Audit Checklist & Audit Training Services

Do you think your organization is doing everything in HR correctly? Not sure? Do an HR audit!

From FMLA to ADA to payroll to benefits to COBRA, HR compliance is full of opportunities for errors. Unfortunately, whether the error was inadvertent or because you didn't know the rules, an error can cost your organization a bundle in fines, penalties, time, and aggravation.

To be certain your organization is in compliance, simply perform an HR Audit with one of our HR Audit Checklists, or have one of our experts run through an HR Audit Checklist for you.

What Is An HR Audit?

An HR audit is a process of reviewing your current human resources policies, procedures, systems, and documentation to generally identify: a) whether your organization is in compliance with state and federal laws; b) whether your employees - as well your processes and procedures - are following company policies, and; c) to determine areas of improvement.

How To Do An HR Audit

An HR audit involves devoting time and resources to take objective look at the organization's HR policies, practices, procedures, and strategies to not only protect the organization, but to create or update policies and procedures.

In other words, an HR audit will help your organization to determine if your current policies and procedures are effective, in compliance with federal, state, and local laws, and properly communicated.

Steps To Doing Your Audit: Other Things To Consider

The items mentioned above give a good framework for how to do your HR audit. There are, however, additional items you should consider. These include:

Options For HR Audits offers two ways to do your audit: perform a self-audit, or have one of our experts do it for you.

Option 1: Self-Audit:

The easiest - and least expensive - way to do an audit is with our HR Audits Checklists. It will help you uncover potential HR compliance problems before they arise.

Our HR Audits Checklist template includes:More Details/Order: Go to

Option 2: Hire An Expert:

Remove the guesswork by having one of our experts do the audit for you.

They'll review your key areas and provide guidance where needed. And if it turns out you need help crafting or updating your Employee Handbooks, Job Descriptions, or other policies, they'll lend their expertise.

More Details/Order: Go to

Have Audit Questions? Want To Get Started?

For more details, to get answers to your questions, to hire one of our experts, or to order one of our HR audit checklist template programs, simply email or call us at 770-410-0553.

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More On Doing And HR Audit

How Often Should An Audit Be Done? Who Should Perform An HR Audit?

Though many organizations do their audits on a monthly, quarterly, or annual basis, there are no legal requirements regarding the frequency. Audits can be performed internally by an employee or through an independent third party.

What Should Be Included Or Looked At In An HR Audit?

Below are some of the items that can be audited. Keep in mind that not all of the items listed below must be ordered all the time. For instance, many organizations audit their compliance with HR laws more frequently that doing an audit of their job descriptions.
  • Any files, forms, and organization charts
  • Your Employee Handbookhr audit checklists
  • Your Compensation Program
  • New Hire Orientation Program
  • Hiring And Termination Processes
  • Job Descriptions
  • Processes and procedures for complying with FMLA, ADA, COBRA, and other applicable laws
  • Fair Labor Standards Act (FLSA)
  • Worker's Compensation
  • Military Duty Leave
  • Pregnancy Disability Leave
  • Harassment and Discrimination Policies
  • Injury and Illness Prevention Program
Get Training For Doing Your HR Audit

Make sure to check out the options we mention at the top of this page for doing your audit.

Disclaimer: This information provided is based on state laws and regulations, and is subject to change. While we make every effort to asure this information is current and accurate, it is not engaged in rendering legal or professional advice, and shall not be held responsible for inaccuracies contained herein.
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