Startup Compliance Essentials Checklist

Ensure all employees are correctly classified, minimum wage is met, overtime is properly calculated, and recordkeeping requirements are followed.

Audit all I-9 forms to verify they are completed correctly, stored properly, and that reverification is performed when required.

Determine if your headcount triggers EEO-1 reporting requirements and ensure anti-discrimination practices are documented and followed.

Determine whether your company must maintain OSHA 300 logs and post annual summaries based on your industry and employee count.

Identify whether federal COBRA or state mini-COBRA laws apply based on your group health plan and number of employees.

Determine if your company qualifies as an applicable large employer and understand reporting obligations under the Affordable Care Act.

Identify unique employment requirements in each state where you have employees, including at-will exceptions and notice requirements.

Confirm that your sick leave policy meets or exceeds all applicable state and local paid sick leave mandates.

Determine whether applicable state or local laws require salary ranges in job postings or upon candidate or employee request.

Ensure your timekeeping practices and policies comply with state-specific meal period and rest break requirements.

Confirm that your payroll process can deliver final paychecks within the timelines required by each state for voluntary and involuntary separations.

Identify state-specific protected classes beyond federal requirements and update your EEO and anti-harassment policies accordingly.

Ensure your job applications and hiring processes comply with applicable fair chance hiring laws that restrict criminal history inquiries.

Confirm that your screening process follows FCRA requirements including proper disclosures, authorizations, and adverse action procedures.

Determine if applicable state or local laws prohibit asking candidates about their prior salary and train hiring managers accordingly.

Determine if your company is required to use E-Verify based on state law, government contracts, or company size thresholds.

Verify that job postings include all legally required information such as pay ranges, benefits disclosures, and EEO statements.

Obtain and post current versions of all required federal employment law posters including FLSA, FMLA, OSHA, and EEO notices.

Identify and post all required state employment law notices for each state where your company has employees or offices.

Establish a process for electronically distributing required workplace notices to employees who work remotely or in non-traditional settings.

Create a recurring calendar reminder to check for updated federal and state poster requirements at least annually.

Research whether any local jurisdictions where employees work require additional workplace postings beyond federal and state mandates.

Maintain a log of posted notices at each work location including the date posted and the version to demonstrate compliance.

Determine whether state consumer privacy laws like CCPA apply to your company and understand employee data handling obligations.

Create policies governing the collection, storage, access, and disposal of employee personal information and sensitive data.

Develop a data breach response plan that complies with state notification requirements and includes timelines and communication templates.

If collecting biometric data such as fingerprints or facial scans, ensure compliance with state biometric privacy laws like BIPA.

Provide required notices to employees about electronic monitoring of company devices, email, and internet activity per state law.

Build an annual calendar that tracks all filing deadlines, training requirements, poster updates, and policy review dates.

Subscribe to employment law updates from reliable sources to stay informed about new laws and regulations affecting your company.

Set an annual review cycle to update policies and the employee handbook to reflect new legal requirements and company changes.

Identify and engage an employment attorney who can provide guidance on compliance questions and review policies as your company grows.

Provide regular training to people managers on wage and hour rules, anti-harassment obligations, accommodation processes, and leave administration.

Maintain records of training completions, policy distributions, audit results, and corrective actions to demonstrate good faith compliance efforts.