Yearly HR Compliance Checklist
Let’s be honest, compliance isn’t the flashiest part of HR, but it is one of the most important. Staying on top of your annual requirements isn’t just about checking boxes; it’s how you keep your team supported, your risk low, and your business running smoothly.
If you’ve ever felt like HR compliance sneaks up on you, this one’s for you. I’m walking you through GrowthLab’s annual HR Calendar to help you identify how to stay one step ahead in your own business. Whether you’re building out your first internal process or just need a sanity check against what you’re already doing, this breakdown can give you a clear, organized path forward without the scramble.
Q1 HR Compliance Tasks
January
- Distribute W-2s and 1095-Cs to employees.
- Send 1099s to contractors.
- Launch the updated employee handbook (if changes were made).
- Send out annual compliance trainings.
- Annual NDAs and non-competes signed where applicable.
- Kick off annual performance review season and monthly employee surveys.
February
- Start conducting face-to-face review meetings.
- Prep for ACA compliance filings if you’re a qualifying employer.
- Begin payout of any performance-based bonuses from the prior year.
March
- Time for Q1 conversation forms and face-to-face reviews to wrap up.
- Activate approved pay increases.
- Conduct a Q1 payroll and compliance audit—think I-9s, EEO reporting, etc.
- Refresh your training materials.
Q2 HR Compliance Tasks
April
- Hold Q1 quarterly conversation meetings.
- Review time-off trends before summer.
May
- Complete Q2 payroll and benefit audit.
- Plan for upcoming headcount shifts and workforce updates.
- Check for any expiring licenses or certifications.
June
- Wrap up review meetings if they’re still lingering.
- File 1094-C and 1095-C with the IRS (if required).
- Review and update workforce planning.
- Review insurance policy renewals.
Q3 HR Compliance Tasks
July
- Kick off open enrollment planning.
- Run compliance spot-checks.
- Audit employee files.
August
- Run manager training refreshers.
- Do compensation benchmarking.
- Revisit job descriptions and career pathing documents.
September
- Finalize open enrollment materials and timelines.
- Submit Q4 strategic goals (“rocks”) to operations.
- Review and prep performance evaluation process updates.
Ready to Meet Your Fractional HR Team?
Q4 HR Compliance Tasks
October
- Launch open enrollment (Oct 1–15).
- Conduct Q3 payroll and benefits audit.
- Run annual harassment prevention training.
- Start planning compensation adjustments for the new year.
November
- Confirm new benefit elections are ready in payroll.
- Prep year-end communication (holiday schedules, deadlines, etc.).
- Review any legal/regulatory changes that will impact next year.
December
- Set pay increases budgets.
- Process final payroll and bonus runs.
- Outline HR priorities for the new year.
- And yes, make room for the White Elephant gift exchange.
Staying compliant doesn’t mean you need to scramble; it just means building systems and rhythms that work. This kind of calendar can turn HR from reactive to proactive, which is where the magic really happens.
Need help building this out for your business or your clients? That’s what we’re here for.
Other Blogs Related to HR People Advisory
