Employment Documentation & HR Policy Review
Review appointment letters, employment contracts, service conditions, employee handbooks, HR policies and personnel records.
WORKPLACE COMPLIANCES
HR Compliance Review
Reviewing employment practices. Strengthening statutory compliance. Building responsible HR governance.
HR COMPLIANCE REVIEW
A structured review of employment and workforce compliance
Astronis Global provides integrated legal, regulatory and business advisory for reviewing human resource compliance, employment documentation, workforce governance and statutory labour obligations across India.
An HR compliance review examines the policies, employment records, payroll practices and workforce processes an organisation uses. A structured review can help identify gaps, prioritise corrective actions and strengthen responsible, legally sustainable people practices.
OUR SERVICES FOR HR COMPLIANCE REVIEW
Our HR Compliance Review Services
A practical review of employment documents, labour law obligations, payroll processes, workforce classification and HR governance.
Labour Law & Statutory Compliance Audit
Assess applicable labour law, establishment registration, statutory registers, notices, returns and workforce obligations.
Payroll, Wages & Social Security Compliance
Review wage structures, minimum-wage considerations, payroll records, provident fund, ESI, gratuity and other applicable benefits.
Workplace Governance, POSH & Employee Welfare
Review POSH compliance, grievance mechanisms, workplace safety, welfare facilities and internal employee-protection procedures.
Contract Labour & Workforce Classification Review
Assess engagement and classification of employees, contractors, consultants, apprentices and principal-employer responsibilities.
HR Compliance Gap Assessment & Remediation
Prepare a prioritised compliance risk matrix, corrective action plan, management recommendations and implementation roadmap.
KEY BENEFITS
Why Is an HR Compliance Review Necessary?
An HR compliance review examines the policies, employment records, payroll practices and workforce processes an organisation uses. A structured review can help identify gaps, prioritise corrective actions and strengthen responsible, legally sustainable people practices.
Considered for your next chapter.
Identify compliance gaps and legal risks
Review workplace practices and records to identify areas that may need attention.
Improve documentation and governance
Bring policies, employment records and approval processes into clearer alignment.
Strengthen statutory compliance readiness
Understand relevant obligations and the records that support ongoing compliance.
Support fair and consistent workforce practices
Review employee policies, processes and responsibilities across the organisation.
Prioritise corrective actions
Organise findings by relevance so teams can plan practical follow-up steps.
Build a more resilient workplace framework
Support management oversight and sustainable workforce governance.
BUSINESS STRUCTURE & TAXATION ASPECTS
The HR compliance framework
An HR compliance review examines the policies, employment records, payroll practices and workforce processes an organisation uses. A structured review can help identify gaps, prioritise corrective actions and strengthen responsible, legally sustainable people practices.
- Employment terms and workplace policies
Review appointment terms, service rules, leave, working time, conduct, grievance and separation policies.
- Applicable labour and establishment requirements
Map relevant central and state requirements to the organisation, locations and workforce.
- Wages, payroll and social security
Consider wage records, statutory deductions, contributions, benefits and applicable filing responsibilities.
- Workforce engagement and governance
Review employee, contractor and consultant arrangements, roles, oversight and supporting records.
- POSH, welfare and employee protections
Consider applicable committees, training, complaint processes, workplace welfare and safety arrangements.
Clarity for what comes next.
COMPARATIVE ANALYSIS
HR Compliance Review vs Labour Law Audit vs HR Due Diligence
The review focus depends on the organisation's objective, workforce and transaction context. This comparison is a general guide, not a substitute for a scope-specific assessment.
| Features | HR Compliance Review | Labour Law Audit | HR Due Diligence |
|---|---|---|---|
| Primary focus | HR practices, documents and statutory compliance | Compliance with applicable labour legislation | Employment liabilities and workforce risks in a transaction |
| Typical scope | Policies, records, payroll and governance processes | Registrations, registers, returns, wages and statutory records | Workforce, contracts, claims, liabilities and key employee matters |
| Typical trigger | Periodic review, growth or internal governance improvement | Regulatory readiness, periodic audit or compliance assessment | Merger, acquisition, investment or business restructuring |
| Key output | Gap report and practical remediation plan | Statutory compliance findings and corrective actions | Transaction-focused employment risk report |
Use this overview as a starting point for advice on the proposed structure and circumstances.
HR COMPLIANCE REVIEW PROCESS
A structured review from scope to action
A seven-stage review connects the organisation's workforce profile and records with practical compliance findings and follow-up. Review duration depends on locations, workforce size, records and agreed scope.
- 01
Organisational Profile
Understand locations, activities, workforce size, engagement models and applicable establishment context.
- 02
Documentation Review
Review employment contracts, HR policies, payroll records, registers, notices and supporting documents.
- 03
Compliance Assessment
Map relevant employment and labour requirements to the organisation's practices and records.
- 04
Risk Classification
Assess identified gaps by relevance, potential exposure, urgency and required management attention.
- 05
Report & Recommendations
Present findings, supporting observations and prioritised corrective recommendations.
- 06
Implementation Support
Coordinate policy updates, documentation, process improvements and corrective actions as agreed.
- 07
Ongoing Advisory
Support periodic reviews and updates as workforce practices and applicable requirements change.
DOCUMENTS & REQUIREMENTS
Documents required (illustrative)
The document list varies by establishment, state, workforce and review scope. Typical starting records include:
- Organisation structure, establishment details and location list
- Employee master data, role details and workforce classification
- Appointment letters, employment contracts and consultant agreements
- HR policy manual, employee handbook, leave and attendance policies
- Payroll registers, wage records and applicable payslips
- Provident fund, ESI, gratuity and other applicable social security records
- Applicable registrations, licences, statutory registers and filed returns
- POSH policy, committee constitution, training and annual records, where applicable
- Contract labour agreements, vendor records and contractor workforce information
- Past audit findings, inspection notices, disputes and corrective action records
PROFESSIONAL FEES
Review scope tailored to your organisation
Fees depend on the number of locations, workforce size, engagement models, records available and depth of review required.
Focused HR Compliance Review
By scope- Initial workforce and scope discussion
- Review of prioritised HR records
- Identification of key compliance gaps
- Summary of findings and follow-up actions
Comprehensive HR Compliance Assessment
Tailored- Broader policy and employment-document review
- Payroll and statutory record assessment
- Workforce classification and governance review
- Prioritised risk matrix and remediation roadmap
- Implementation and management discussion support
Multi-location or transaction review
Request a tailored scope for complex workforce structures, multiple establishments, transaction support or ongoing implementation.
Get a QuoteAny government charges, statutory payments or third-party costs are separate. Applicability and outcomes depend on the facts, location and current requirements.
KEY FEATURES
Key considerations for an HR review
Applicable central and state requirements
Establishment registrations and records
Wages, payroll and statutory contributions
Employee contracts and HR policies
Contractor and workforce classification
POSH and employee welfare processes
Corrective action priorities
Periodic monitoring and governance
FREQUENTLY ASKED QUESTIONS
Browse all FAQs A few useful answers
Answers to common questions about HR compliance reviews and workplace requirements.
What is an HR compliance review?
How is an HR compliance review different from a labour law audit?
Which laws and requirements will be reviewed?
How often should an organisation conduct a review?
Does a review guarantee that there will be no future claims or penalties?
Can Astronis support remediation after the review?
TESTIMONIALS
Clear advice. Practical direction.
Perspectives shared with permission by clients of our advisory teams.
Astronis Global brought clarity and commercial focus to a complex restructuring exercise. Their advice was practical, timely and easy for our leadership team to act on.
The team understood our regulatory requirements quickly and helped us move forward with confidence. We valued their responsiveness and disciplined follow-through.
Astronis Global provided dependable support across multiple registrations and approvals. Their communication was clear, structured and consistently professional.
INSIGHTS & EVENTS
View all insights Latest Articles, Updates and Events
KNOWLEDGE CENTRE
Guides, checklists and templates
Explore resources to help organise your formation planning.
YOUR NEXT CHAPTER STARTS HERE
Strengthen HR Compliance with Clarity
Discuss your workforce, locations and review priorities with our team to define a practical HR compliance assessment.
Request an HR Compliance Consultation