HR Audits & Compliance: Know Where You Stand Before an Inspector, a Claim, or a Resignation Tells You
A clear, practical audit of your HR practices against current Victorian and federal employment law, with a prioritised list of what to fix first.
Employment law changes faster than most SME owners have time to track, and the cost of finding out you're behind is a lot higher than the cost of finding out early. Regional HR Solutions runs practical HR audits that tell you exactly where the gaps are and what to fix first, not just a compliance checklist.
Who This Is For
Business owners who've never had their HR practices properly reviewed, or haven't since the business was a fraction of its current size. Businesses bringing on their first HR hire and wanting to know what they're inheriting. Anyone who's had a recent employment law scare, a near-miss claim, an underpayment discovered, a policy nobody could actually find, and wants to know what else is out there.
What an HR Audit Actually Covers
A full policy and procedure review: Checking what you have against what current law actually requires, including the psychosocial hazard duties that came into effect in December 2025.
A clear, written report:
Plain-language findings and a prioritised action list, not a hundred-page document nobody reads.
Custom policy development:
Building or updating the specific documents your audit flags as missing or out of date.
Manager training where it's needed:
Practical sessions so the people applying these policies actually understand them.
Ongoing guidance as the law changes:
So this isn't a one-off exercise that goes stale in twelve months.
What This Looks Like In Practice
A typical audit for a 15 to 40-person regional business starts with a document review, employment contracts, position descriptions, your policy manual if one exists, followed by a short series of conversations with the owner and key managers to understand how things actually work day to day, not just what's written down. The result is a plain-language report ranking issues by risk, so you know whether to fix something this week or plan for it next quarter.
FAQs
01
How long does an audit take?
Most audits for a business under 50 staff take 2 to 4 weeks from kickoff to final report, depending on how much existing documentation there is to review.
02
What if we don't have any formal HR policies at all?
That's a common starting point, not a problem. The audit will tell you which gaps carry the most risk, so you can build from the top of that list rather than trying to write everything at once.
03
Do you just flag problems, or help fix them?
Both. The audit report is the diagnosis, we can then build the specific policies and documents it identifies, or hand you a clear brief if you'd rather action it internally.
04
Does this cover the new psychosocial hazard regulations?
Yes, this is now a standard part of every audit, alongside the more familiar areas like contracts, awards and leave entitlements.