The HR Reset Button: What to Audit in Q1

We know — you’re perfect. But even the most buttoned-up HR departments miss a signature here or a deadline there.

That’s why Q1 is the perfect time to hit the HR reset button. Not with judgment or panic — but with intention.

A clean audit helps you start the year with clarity, confidence, and a real sense of what needs attention in the months ahead.

Use this checklist to spot issues before they become problems, strengthen your compliance, and set the tone for a proactive 2026.

✅ Employee Files

• Ensure all new hire paperwork is complete and properly signed
• Confirm I-9 forms are up to date and stored separately
• Check that terminations are properly documented and access has been revoked
• Update emergency contact and demographic info if needed

✅ Policies & Handbooks

• Review your employee handbook for outdated policies or legal changes
• Verify all employees received and acknowledged the latest version
• Update any state-specific compliance changes, especially for remote/hybrid staff
• Confirm PTO, holiday, and remote work policies are aligned with current practices

✅ Required Postings & Notices

• Check that all labor law posters are current (especially if you’ve added locations)
• Confirm remote employees have digital access to required postings
• Review COBRA, FMLA, and EEOC notices for accuracy

✅ Payroll & Compensation

• Audit pay rates against offer letters and raise approvals
• Verify correct FLSA classifications (exempt vs. non-exempt)
• Check for accurate PTO accruals and carryovers
• Review any changes in minimum wage or overtime regulations

✅ Benefits & Open Enrollment Follow-Up

• Confirm all elections are properly reflected in payroll deductions
• Double-check carrier rosters against your internal records
• Archive prior-year benefit summaries and notices
• Ensure required notices (HIPAA, CHIPRA, SBC) were distributed

✅ Trainings & Compliance Requirements

• Review harassment, safety, and other mandatory training completion
• Set up a calendar for compliance and CEU deadlines
• Identify new manager or high-risk training needs
• Make sure new hire training content is current and accessible

✅ HR Tech & Vendor Systems

• Audit user permissions in HRIS, payroll, and benefit platforms
• Remove former employees from systems
• Review contracts or renewals with vendors
• Confirm backups and data security measures are in place

You don’t have to do it all in one day — but you do want to be intentional. Pick the areas that pose the greatest risk or opportunity and start there.

A Q1 HR audit isn’t just about compliance. It’s about peace of mind, smart planning, and showing your leadership team that HR has it covered in 2026.