The aim of the HR Compliance Audit is to identify any risks or threats resulting from incomplete, incorrect or missing processes that would expose your business to penalties under the employment law framework.
Step 1: Book in for your Audit with one of our workplace relations specialists
Use our handy booking link to schedule a time for your Audit that suits you.
Step 2: Prepare for you Audit by completing your Pre-Audit Questionnaire
HR Audit - How to Complete your Pre-Audit Questionnaire
Step 3: We undertake a detailed review of your workplace practices and procedures
During this meeting, the specialist will undertake a detailed audit of your practices and procedures to ensure that your business complies with the employment laws but also meets best practice standards.
Step 4: You will receive a report on whether your workplace practices and procedures comply with the employment and workplace health and safety legislation
You will receive an easy-to-understand report on whether your workplace practices and procedures comply with the Fair Work Act, the Work and Health Safety regulations as well as the modern awards.
This report will identify the areas where you are failing to comply as well as explain how to address the identified risks and compliance gaps. The report will include recommendations on how to ensure the optimisation of your human resources management system.
Your business will also be provided with a best-practice handbook and template contracts that will be tailored to your workplace needs. These documents will be stored in your Citation HR Software account.
Step 5: We undertake an implementation review
Finally, our workplace relations specialists will call you in order to undertake an implementation review. This is an opportunity to discuss how you are progressing with the implementation of the recommendations provided in the compliance audit report. If you or your business have any questions or concerns regarding compliance, please feel welcome to raise these during the call.
Who should be included in the Audit?
The audit meeting should include any other Manager/s who are best positioned to provide instructions regarding your HR processes, policies and procedures. To ensure they are included, please feel welcome to forward this article and the calendar invite to relevant individuals.
Do you need to prepare any documents?
You may need to submit some documents as part of your pre-audit questionnaire. Documents that you may be asked to submit include:
Australia
✓ An example of a full-time contract (you don’t need to upload all full-time contracts, just one example)
✓ An example of a part-time contract (you don’t need to upload all part-time contracts, just one example)
✓ An example of a casual contract (you don’t need to upload all casual contracts, just one example)
✓ An example of an independent contractor agreement (you don’t need to upload all independent contractor agreements, just one example)
✓ AU - An example of a payslip for both permanent and casual staff (you do not need to upload all employee payslips, only one payslip from a permanent employee and one payslip from a casual employee)
✓ NZ - An example of the following payslips for both permanent and casual staff (you do not need to upload all employee payslips, only the following payslips from a permanent employee and one payslip from a casual employee): Normal payslip, Payslip containing annual leave, Payslip containing sick leave, Termination Payslip
✓ Employee handbook (a copy of your current handbook, if you have one)
✓ Policies and procedures relating to employment/human resources (please don’t upload internal policies and procedures which are not related to employment relations)
✓ Organisational structure outlining position titles
✓ An example of a position description for each position title (no need to upload position descriptions for all employees. Simply upload one position description for each role in your business)
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