People & Leadership

HR audit : Ensure HR excellence with our updated checklist

How frequently do you assess the way your business manages its people? An HR audit touches on compliance, risk, and the employee experience.

1 August, 202510 min read Share

As your business grows, documents may pile up and the processes that depend on them can become cumbersome.

In all areas of a business, it’s worth regularly re-evaluating those processes, and HR is no exception.

With the right approach, an HR audit can help you run a more efficient, fair, and employee-friendly operation.

Use this guide to learn what is required in a human resources audit, and let our UK-compliant checklist walk you through each step.

Here’s what we’ll cover:

What is an HR audit?

An HR audit is a structured and detailed review of your HR practices, policies, and employee records.

It helps you assess whether your approach to people management aligns with current employment laws and your business goals.

In effect, you’re conducting a health check for your HR department—identifying weak spots before they become major issues.

An audit can focus on specific areas like hiring or training, or it can assess the entire HR function from top to bottom.

But it’s a mistake to think of it as simply ticking compliance boxes.

An HR audit helps you measure the effectiveness of your people processes and understand how your culture supports (or hinders) employee engagement.

For instance, through the audit you might discover that your onboarding doesn’t give new hires enough clarity, or that your data protection practices fall short of GDPR standards.

When and why you should conduct an HR audit

Ideally, you should run an HR audit once a year.

But it’s also smart to schedule one after major changes in your business—like rapid growth, a new team structure, or a shift to hybrid work.

These milestones are praiseworthy, but can generate gaps in your policies or confusion around responsibilities.

An audit helps you keep pace, so your HR systems evolve properly with such developments.

Good housekeeping

Regular HR audits help you prevent risk and fix problems early.

They highlight where things may not be working—such as outdated job descriptions, inconsistent performance reviews, or missing documentation.

Staff wellbeing

More importantly, a well-timed audit shows you care about your people.

It’s a way to ensure every employee is supported, treated fairly, and aided in fulfilling their role.

It shows you’re serious about creating a healthy place to work.

How to run an HR audit step-by-step

We’ll see later that there are many elements to consider in an HR audit.

To be sure of getting all your ducks in a row, it pays to follow a standardised process for each audit.

Here’s a step-by-step guide:

1. Define your scope

Start by deciding what you want to review.

• Are you focusing on legal compliance?

Or are you more concerned with things like employee records, hiring practices, or performance reviews?

You don’t need to tackle everything at once—a targeted review can be just as useful as a full-scale audit.

Plus, by narrowing the scope you can treat each aspect more effectively.

2. Collect and organise documentation

Next, pull together all the documents related to your chosen scope.

This might include employment contracts, policies, absence records, or training logs.

The following section gives you a checklist of the most likely items to compile.

Today’s digital HR systems have the advantage of storing much of this information in a single, secure location.

3. Compare against legal and internal standards

Once you’ve gathered your records, compare them against the latest employment legislation and your own company policies.

• Are your practices up to date?
• Are your contracts in line with statutory minimums?

Check things like GDPR compliance, right-to-work checks, and equal opportunities policies.

You should also assess how consistently your internal standards are being applied across teams or locations.

4. Talk to employees (optional but powerful)

You don’t have to include staff interviews, but they can add real value.

Conversations or anonymous surveys help you uncover gaps that don’t always show up in documents—like confusion around benefits, lack of clarity in job roles, or concerns about fairness.

5. Document findings and flag risks

As you review all the gathered material, make a note of the systems that are working well and those where there are efficiency issues.

Some risks might be minor—like a missing signature—while others could need urgent attention, like outdated health and safety policies.

Use a simple traffic-light system (green, amber, red) to highlight what’s fine, what needs tweaking, and what requires immediate action.

6. Build an action plan

Finally, turn your findings into a practical action plan. Prioritise tasks based on the level of risk and the resources you’ll need.

Set clear goals, deadlines, and owners for each item.

A good plan doesn’t just fix problems—it improves how the HR department supports your business and your people.

This is the time to assess whether your HR software helps you execute these plans.

HR audit checklist

Every HR audit draws on key datasets from all stages of the employee lifecycle.

That’s a lot of documentation to organise, so here’s a checklist for guidance.

These are the core categories to review, including essential elements within each category.

1. Employee records

These are the foundations of your HR system, the first items to locate during legal checks or disputes.

• Employment contracts: you should have a signed copies of each employee’s contract, as well as any updates to the contract. These must reflect current terms, including job title, pay, hours, and benefits.
  
• Right to work checks: confirm all necessary checks were carried out and documented before the employee’s start date. This is a legal requirement for every hire.
  
• Job descriptions: each role should have a clear, current job description outlining responsibilities, skills, and expectations. Review regularly as roles evolve and keep them updated.

2. HR policies & documentation

Your written policies guide behaviour, support fairness, and protect your business.

They must be accessible and up to date.

• Staff handbook: this should outline your core policies in plain language. Include sections on conduct, time off, equality, and grievance procedures.
  
• Disciplinary & grievance policy: ensure your approach is fair, consistent, and in line with ACAS guidance. Procedures should be clear to managers and employees alike.
  
• Remote work policy: if you have team members who work from home or on flexitime, maintain policies that address expectations, equipment use, communication, and health and safety.

3. Payroll & benefits

Payroll errors and benefit gaps are a major cause of employee grievances, potentially leading to costly claims and low morale.

Regular checks ensure fairness and legal compliance.

• Holiday pay and tracking: confirm that leave is correctly calculated and recorded, including for part-time or irregular hours staff.
  
• Statutory sick/maternity pay: check you’re applying the correct rates, notice periods, and eligibility criteria under current legislation.
  
• Pension auto-enrolment: make sure every eligible employee has been enrolled, with the right contributions taken and reported to the pension provider you selected for this option.

4. Recruitment & onboarding

Your hiring and onboarding processes shape each candidate’s first impression.

So once these systems are seen to deliver positive experiences, take steps to keep that consistent.

• DEI and bias policy in hiring: the UK’s 2010 Equality Act dictates that recruitment strategies should promote inclusion and fair treatment. And modern candidates increasingly prioritise these issues. Review how your job ads are written and how interviews are scored.
  
• Onboarding process documents: new starters can get up to speed rapidly if induction plans are well thought-out, including equipment checklists and access to your company’s internal policies.
  
• Interview records: keep structured notes and scorecards for each candidate. This helps show objectivity and supports future hiring audits.

5. Training, reviews & performance

Employees value development opportunities and are likely to stay motivated if assessment methods are seen to be fair.

Neglect in this area can lead to frustration and attrition.

• Appraisal records: confirm that regular performance reviews have been held and documented. These should include clear goals and feedback.
  
• Training logs: maintain a record of mandatory and optional training sessions, including dates, topics, and completion status for each employee.
  
• Promotion process: check that progression paths are well-defined and have been communicated. Your audit should confirm that these policies are applied fairly across the team.

6. Offboarding & retention

Offboarding procedures must protect the business, but when people leave you also have the opportunity to glean insights that drive improvement.

• Exit interviews: design these to capture structured feedback as to why people leave. Look for patterns that signal deeper issues.
  
• Final pay and handovers: check that all final payments, including unused leave and bonuses, are correct and have been issued. The handover process should ensure responsibilities are covered, tools recovered, and knowledge shared with team members.
  
• Data retention processes (GDPR): your retention policy should dictate how long personal data is kept after employment ends. Check that these limits are followed and confirm that sensitive data has been deleted or anonymised once the retention period expires.

Why a checklist helps if you’re new to HR audits

If you’re managing HR alongside everything else in your business, a checklist gives you structure and confidence.

It helps you focus on the right areas without second-guessing what’s important or what you might have missed.

You don’t need a background in employment law to use one—it’s simply a practical tool to guide your review.

The checklist breaks a big task into smaller, clear steps, so you can track progress and avoid surprises.

External auditors may even find the checklist useful to ensure they’ve ticked all the boxes.

How HR software helps automate your next audit

We’ve hinted already that specialised software like Sage HR can guide you through the audit process and facilitate rapid access to the required documents.

Looking at this aspect in greater detail, here’s how the right tools can take care of key tasks:

Secure storage of employee files

Sage HR’s Documents feature lets you upload and organise employee files in a central, protected library.

You can set user permissions, track who’s viewed or signed documents, and generate contracts or forms via templates with e-signature capability

Alerts for missing or expired documents

Within the Core HR module, Sage HR lets you track right-to-work checks and other mandatory documents.

You can enable notification settings to alert admins when records are missing or due for renewal.

Standardised workflows for key HR processes

You can create custom workflows for onboarding, performance reviews, promotions, and exits.

These automate task sequences—like sending welcome packs or returning assets—so you never skip parts of the process.

Real-time reports

Because all employee data, task history, document uploads, and workflows are housed in one system, you can pull detailed reports on-demand.

Everything needed for an internal or external audit—contracts, sign-offs, training logs or absence trends—is readily available.

Final thoughts: Turn your HR audit into action

Running an HR audit is partly about compliance, but more importantly, it’s a good way to keep your business in shape.

An audit can uncover risks before they escalate, improve how your team works, and boost employee satisfaction.

Regular audits keep you prepared for whatever changes come your way—such as new regulations, a sudden growth spurt, or a shift in how your people work.

Start by copying our HR audit checklist and pick one section to focus on over a week—like recruitment, training, or employee records.

Don’t wait for signs of inefficiency to motivate you into taking this step.

HR Audit FAQs

Who should carry out your HR audit?

You control all the documentation, so you can perform the audit yourself if absolutely necessary.

However, many businesses bring in external support for a fresh perspective.

Internal audits work well if you have an experienced HR lead and clear processes.

If you’re unsure about compliance or need a more thorough review, a specialist or outsourced HR consultant can guide the process and spot risks you may miss.

How much does an HR audit cost?

Costs vary depending on the size of your business and whether you do it yourself or hire external consultants.

A basic internal audit using HR software like Sage HR can be low-cost and highly efficient.

Outsourced audits may range from a few hundred to a few thousand pounds, depending on the scope and complexity.

Some providers charge per audit; others offer it as part of an ongoing HR support package.