Most employment risk hides in plain sight — a contractor who should be an employee, an offer letter that contradicts the handbook, a termination process with no paper trail. We review your employment documents and practices against the law where you operate and hand back a prioritised gap report: what is non-compliant, why it matters, and the fix for each item. The fee is a flat quote confirmed in writing before work begins, set by the number of jurisdictions and headcount in scope.
From $1,200 — a flat fee quoted by scope, confirmed in writing before work begins.
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How it works
A short call to set scope — which jurisdictions you employ in, headcount, and whether you use contractors. You send us the core set: employment contracts and offer letters, the handbook and policies, contractor agreements, and your onboarding and termination paperwork.
We assess each area against the rules where you operate — worker classification, wage and hour and leave, anti-harassment and equal-opportunity policies, the termination process, and record-keeping. Where a question turns on jurisdiction-specific employment law, we coordinate local employment counsel.
You receive a written gap report ranking each finding by severity, with the recommended fix and the documents that need to change. We walk you through it on a call so you can act on the high-risk items first, in the order that reduces exposure fastest.
What it costs
HR Compliance Audit starts from $1,200. The HR compliance audit is a flat fee, confirmed in writing before any work begins — no per-hour billing and no quote after the fact. The fee is set by scope: the number of jurisdictions you employ in and your headcount. It covers the full review — contracts and offer letters, worker classification, wage and hour and leave, anti-harassment and equal-opportunity policies, the termination process, and record-keeping — plus the written gap report and a walkthrough call. Remediation of the gaps we find is scoped and quoted separately, so you see the findings before committing to the fixes.
What's included
The audit assesses your documents and practices against the law as we read it and recommends fixes; it does not guarantee compliance or the outcome of any claim, which a court or regulator decides on the facts. We advise and do not represent companies in employment litigation, and we coordinate a tax or local employment specialist where a question turns on tax or jurisdiction-specific employment law.
Get started
Tell us about your team and where you employ, and we'll confirm scope and email a flat-fee quote — no payment, no obligation.
Your request
Legal name of the company to be audited.
Employee count drives which laws apply (e.g. FMLA at 50+, ACA at 50+).
US states and / or countries where you have employees. One per line is fine.
Pick all that apply. 'Everything' is fine if you want a full review.
Employee handbook, offer letter template, any existing policies. Helps scope the audit.
Drag & drop files or click to upload
Max 10MB per file
Why GTC
Misclassifying an employee as a contractor is the costliest and most common finding — back wages, taxes, and penalties follow. We test how each role is engaged against the classification tests that apply where you operate and flag the ones that won't hold.
A clean contract and a clean handbook can still contradict each other. We read your offer letters, employment agreements, and policies as one system and surface the conflicts — the at-will clause the handbook undercuts, the leave policy two documents describe differently.
We check whether your anti-harassment, anti-discrimination, and equal-opportunity policies meet what the law where you operate requires — including a working complaint channel and the training and posting obligations that come with it.
Findings are ranked by severity, so you know which gaps create real exposure and which are housekeeping. Each item names the fix and the document to change, so the report is a plan of work rather than a list of problems.
Your Customer Success Team
Every GTC client gets a dedicated Account Manager and a Senior Account Manager who learn your business and stay with you from first email to final filing. They are named people who pick up the phone and already know your matter, so every step moves forward without delay.
Your day-to-day point of contact, who coordinates every matter, keeps things moving, and already knows your file. They have your full history, so you start every conversation where the last one left off.
Senior oversight on strategy and escalations, stepping in as your needs grow, so every important detail stays on track.
A named person, on email or a call, at every step.
How we compare
| What you get | GTC | Online filing services | Doing it yourself |
|---|---|---|---|
| Documents and practices reviewed against the law where you operate | |||
| Worker classification — employee vs. contractor — tested against the applicable legal tests | |||
| Contracts, offer letters, and handbook read together for conflicts | |||
| Findings ranked by severity with a specific fix for each | |||
| Local employment counsel coordinated for jurisdiction-specific questions | |||
| Attorney walkthrough of the report so you can act on the right items first |
Documents and practices reviewed against the law where you operate
Worker classification — employee vs. contractor — tested against the applicable legal tests
Contracts, offer letters, and handbook read together for conflicts
Findings ranked by severity with a specific fix for each
Local employment counsel coordinated for jurisdiction-specific questions
Attorney walkthrough of the report so you can act on the right items first
The timeline
The audit moves as fast as the documents arrive. Scope — the number of jurisdictions and headcount — is the main variable, so we set it on the first call and sequence the review so the high-risk areas are assessed first.
We settle which jurisdictions, headcount, and contractor use are in scope, and send the document checklist so you can gather the contracts, policies, and onboarding and termination paperwork.
We work through classification, wage and hour and leave, anti-harassment and equal-opportunity policies, the termination process, and record-keeping against the rules that apply to you.
You receive the written gap report — every finding ranked by severity, with the recommended fix and the documents that need to change.
We review the report with you on a call, prioritise the high-risk items, and scope any remediation — redrafting contracts or policies — as a separate, quoted piece of work.
In their words
One accountable team across every practice, operating since 2016.
HR Compliance Audit FAQ
Find the HR exposure before it finds you.
A free consultation to scope the audit. We'll confirm which jurisdictions and how many employees are in scope, set a flat fee in writing, and sequence the review so the high-risk areas are assessed first — before anything is billed.
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