Annual HR Audit Checklist

Ensure all active job descriptions reflect current duties, qualifications, and compliance with equal opportunity requirements.

Verify that hiring workflows follow standardized procedures and include consistent evaluation criteria for all candidates.

Confirm that background screening practices comply with FCRA and applicable state ban-the-box legislation.

Review offer letter language to ensure it accurately reflects at-will status, compensation terms, and benefit eligibility.

Analyze onboarding data to confirm all new hires completed required documentation and orientation within established timelines.

Audit all I-9 forms for completeness, accuracy, and timely re-verification of work authorization where required.

Check that each employee file contains all required documents including signed acknowledgments, performance reviews, and tax forms.

Ensure terminated employee records and other HR documents are retained and destroyed according to federal and state schedules.

Verify that medical records, investigation files, and other sensitive documents are stored separately from general personnel files.

Assess access controls, encryption standards, and backup procedures for all electronically stored employee information.

Analyze compensation data by role, gender, and ethnicity to identify and address any unexplained pay disparities.

Confirm that all employees are correctly classified as exempt or non-exempt under FLSA and state wage laws.

Ensure all compensation rates meet or exceed applicable federal, state, and local minimum wage requirements.

Review variable pay plans to confirm they are documented, consistently applied, and compliant with wage payment laws.

Verify that all voluntary and involuntary payroll deductions have proper written authorization and comply with applicable regulations.

Evaluate timekeeping records and systems to ensure hours worked, breaks, and meal periods are accurately captured.

Verify that all recordable workplace injuries and illnesses have been properly documented on OSHA 300 logs.

Confirm all employees have completed required safety training programs and that completion records are properly maintained.

Evaluate the system employees use to report hazards and verify that reported concerns are investigated and resolved promptly.

Confirm that workers compensation insurance is current, adequate, and that claims are being managed in compliance with state law.

Assess emergency evacuation plans, first aid provisions, and crisis response procedures for completeness and current contact information.

Confirm that the annual EEO-1 Component 1 report has been filed accurately and within the required deadline.

Review the interactive accommodation process to ensure requests are handled consistently and documented thoroughly.

Verify that FMLA eligibility determinations, notices, and leave tracking comply with federal and state family leave laws.

Confirm that all federally and state-mandated employment law posters are current and displayed in accessible locations.

Verify that all employees and managers have completed harassment prevention training as required by state mandates.

Ensure anti-retaliation policies are documented, communicated to employees, and aligned with current whistleblower protection statutes.

Verify that all employees received timely performance evaluations and that completed reviews are filed in personnel records.

Ensure disciplinary actions are consistently documented with clear descriptions of infractions, expectations, and consequences.

Review recent terminations to confirm that exit processes, final pay, and COBRA notifications followed established protocols.

Confirm that exit interviews are conducted systematically and that feedback is analyzed for workforce retention insights.

Ensure severance agreements include proper release language, ADEA compliance for older workers, and current consideration terms.