HR compliance is not a one-time task. Legislation changes, employment relationships evolve, and policies go stale. Use this annual checklist at the start of each new financial year or calendar year to ensure your people processes remain compliant and your documentation is current.
Employment contracts and offer letters
- Review all employment contracts - check they reflect current roles, hours and pay
- Ensure contracts have been updated for recent legislation (carer's leave, flexible working rights)
- Confirm all contracts are signed and copies held by both parties
- Check that any changes to terms agreed informally have been documented in writing
Policies and handbooks
- Review your Employee Handbook for legislative changes and update as needed
- Ensure disciplinary and grievance procedures are current and accessible to all employees
- Confirm your equality and diversity, harassment, and whistleblowing policies are in place
- Check that your flexible working, carer's leave and parental leave policies reflect current law
Pay and benefits
- Confirm all employees are paid at or above the National Living/Minimum Wage for their age group
- Check pay equity across your team - are there unexplained gender or other pay gaps?
- Ensure auto-enrolment is operating correctly and all eligible workers are enrolled
- Confirm statutory sick pay, maternity, paternity and shared parental leave records are accurate
Training records
- Verify that mandatory training is up to date: data protection, health & safety, equality & diversity
- Check role-specific training records for any regulated or licensed functions
- Confirm all new starters from the past year completed induction training
- Schedule any training renewals due in the coming year
Right to work
- Audit your right to work records - confirm a copy is held for every employee
- Check follow-up dates for time-limited permissions and diarise any that fall in the coming year
- Confirm your right to work checking process reflects current Home Office guidance
Leavers and records retention
- Confirm records for leavers in the past year are retained for the required period (typically 6 years for employment records)
- Check that right to work copies for leavers are retained for 2 years post-employment
- Ensure exit interviews and any settlement agreements are properly documented and secured
Manage this inside Jojan One
Jojan One tracks your obligations, flags what needs attention and keeps the evidence, so you are always audit-ready.
Start your free trial