HR Advisory
HR Audits and Employment Law Compliance
A review of your contracts, policies, records and HR practice against the Employment Act and related laws, with a confidential report that ranks every finding.
HR problems tend to come to light at the worst time: during a Tribunal case, a due diligence review or a change of management. An HR audit finds them first, while they can still be fixed quietly.
We review your HR documents and practice against the Employment Act, its regulations and the other laws that now apply to employers, and tell you plainly where you stand.
What We Review
- Employment agreements, and whether every member of staff has one signed by both sides
- Working hours, overtime, leave and public holiday practice
- Pay against the minimum wage, and pension contributions
- Disciplinary and grievance procedures, and how they have been applied in recent cases
- Personnel files and payroll records
- Work permits, quota approvals and workplace registration for expatriate staff, which the 2024 amendment to the Employment Act set out in more detail
- Recruitment, probation and termination practice
- The harassment policy and complaints committee required by the Prevention of Sexual Abuse and Harassment Act
- The health and safety policy, and safety officers where your headcount requires them
- HR policies and the employee handbook
What You Receive
A confidential report that separates legal risks from areas for improvement, ranks each finding and sets out what to change first. Where documents are missing or out of date, we can draft replacements, and we can train your managers to use them.
How Long It Takes
For an organisation with up to a few hundred staff, the review usually takes two to four weeks, followed by the report. We need access to files and a few hours with your HR and payroll staff. Larger organisations, or groups with several companies, take longer and can be audited in stages.
Common Questions
Do you give legal advice?
We advise on HR practice and compliance. Where an issue needs a legal opinion or representation, we will say so and can work alongside your lawyers.
Who sees the report?
The report goes to the person who commissioned it, usually the chief executive or the board. We agree in advance who else will see it.
How often should an organisation run an HR audit?
Every two to three years is sensible for most employers, and sooner after a change in the law, rapid growth or a merger.
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