How compliant is
your business?
Answer a few questions about your company and get a detailed compliance scorecard. Identify gaps in federal, state, and industry-specific requirements before they become problems.
Check your compliance
Answer a few questions about your company and we will identify potential compliance gaps.
Why HR compliance matters for small businesses
Small and mid-sized businesses face the same compliance requirements as large corporations, but often without dedicated compliance staff. Missing a poster requirement can cost $7,500 per violation. Misclassifying employees can trigger back-pay claims, penalties, and litigation.
This free compliance checker analyzes your company profile against federal requirements (FLSA, FMLA, ADA, COBRA, ACA), state-specific mandates (paid leave, harassment training, salary transparency), and industry regulations (HIPAA, DOT, OSHA construction standards).
Use this tool as a starting point. For a comprehensive compliance audit, work with an HR professional who understands your specific situation.
Frequently asked questions
What federal laws apply to my small business?
All employers must comply with FLSA (wages and overtime), OSHA (workplace safety), IRCA (employment verification), and tax withholding requirements. At 15 employees, Title VII, ADA, and GINA kick in. At 20, COBRA and ADEA apply. At 50, FMLA and ACA employer mandate take effect.
What are the penalties for HR non-compliance?
Penalties vary widely. I-9 violations range from $281 to $27,894 per violation. OSHA serious violations can cost up to $16,131 each. FLSA overtime violations include back pay plus liquidated damages. ACA employer mandate penalties can exceed $2,970 per full-time employee per year.
How often should I audit HR compliance?
At minimum, conduct a compliance review annually and after any change in headcount that crosses a threshold (15, 20, 50, 100 employees). Also review when expanding to new states, changing industries, or when new legislation takes effect.
Does this tool provide legal advice?
No. This tool identifies potential compliance gaps based on general federal and state requirements. It is not a substitute for legal counsel. Compliance obligations depend on your specific circumstances, and we recommend working with an HR professional or employment attorney.
Which states have the most complex compliance requirements?
California, New York, New Jersey, Massachusetts, and Washington consistently have the most employer obligations including paid family leave, salary transparency, harassment training mandates, and paid sick leave requirements.
HR expertise, powered by people and technology
These free tools give you a snapshot. Humareso delivers the full picture with dedicated HR professionals and purpose-built platforms.
Humareso HR Services
Outsourced HR for small and mid-sized businesses. Compliance management, employee relations, benefits administration, and strategic HR consulting from a team that becomes an extension of yours.
- ✓Dedicated HR business partner
- ✓Full compliance audit and remediation
- ✓Employee handbook development
- ✓Benefits and leave administration
- ✓On-call HR support
HTS Technology Platforms
Purpose-built HR technology that works the way HR actually works. Performance management, employee self-service, leave tracking, and administration tools designed for growing organizations.
- ✓Engage: Performance, feedback, and 1-on-1s
- ✓Admin: Organization and user management
- ✓Portal: Employee self-service hub
- ✓Leave: Time-off requests and tracking