HR consultancy service
HR audit and compliance review
A structured check of contracts, policies, records, working time, pay and leave against Irish employment law, with a written fix plan, for owners unsure they would pass an inspection.
What it is
Few owners or managers set out to break employment law. The gaps build up quietly: a contract template written years ago, a statement of terms that went out late, rosters with no record of breaks, a sick pay or pension rule that changed while you were busy running the business. The first anyone hears of it can be a letter from a Workplace Relations Commission inspector or a complaint from a former employee, which is the worst time to start looking for paperwork.
An HR audit is a structured check carried out before that happens. We review your contracts and written statements, handbook and policies, personnel and payroll records, working time, rest breaks, pay, leave and sick pay practice against current Irish employment law and the Workplace Relations Commission's published list of the records an inspector asks for. You get a written report that ranks every gap by legal risk, with the fix beside it and a realistic order in which to work through them.
The HR practice is led by a consultant with a master's degree in human resource management. Scope, fee and timings are agreed in writing before any work starts, and we tell you plainly which fixes you can make yourself.
What you get
- A review of contracts and written statements of terms against the five day and one month deadlines
- A check of working time, rest break, annual leave and public holiday records
- A pay check covering minimum wage, payslips, deductions and statutory sick pay
- A review of your handbook and policies, including grievance, disciplinary, bullying and harassment procedures
- A written report ranking every gap by legal risk, with the fix beside each one
- A prioritised action plan and a follow up review once the fixes are made
Questions
What employers ask us.
General information for Irish employers, checked against official sources in October 2026.
FH Recruitment provides HR advice and practical support. We are not a law firm and we do not give legal advice. Where a matter needs a solicitor we will tell you, and we are happy to work alongside yours.
What does a Workplace Relations Commission inspector check during an inspection?
According to the Workplace Relations Commission's Inspection Services page, as of October 2026, a full inspection involves some 130 compliance checks and is generally carried out by appointment with 14 days' written notice, although unannounced inspections also take place. The appointment letter asks for records covering everyone employed in the past 12 months: an employee details list, employment permits where relevant, timesheets with start and finish times, rest breaks, holidays and public holidays taken, payslips and payroll details, and terms of employment including grievance, disciplinary, dismissal and bullying and harassment procedures. Inspectors also interview the employer and a sample of employees.
How long must an employer keep employment records in Ireland?
It depends on the record. Citizens Information states, as of October 2026, that employers must keep working time records for three years, that GDPR does not change this, and that failing to keep them is an offence carrying a fine of up to €1,900. The Workplace Relations Commission's sick leave guidance says records of statutory sick leave must be retained for four years. Citizens Information also says a copy of each written statement of terms must be kept throughout the employment and for at least a year after it ends. An audit checks that your retention periods match each rule and that records can be produced quickly.
What happens if a WRC inspector finds a breach?
The Workplace Relations Commission says that where an inspector detects a breach, the employer receives a Breach Letter setting out the breach and what must be done to show compliance, usually within 21 days, including payment of any unpaid wages. Where an employer does not engage or comply, the inspector can issue a Compliance Notice or a Fixed Payment Notice for certain breaches, and the Commission can prosecute. It also notes that the majority of employers cooperate with inspectors to achieve compliance. This is the position as of October 2026. An audit lets you find and fix the same gaps on your own timetable.
How much does an HR audit cost?
The fee depends on the scope: how many employees and sites you have, how many types of contract are in use, and whether you want a review of documents only or of records and day to day practice as well. We do not quote until we understand that. After the scoping call you receive a written proposal setting out exactly what will be reviewed, what you will receive, the timings and the fee. Scope and fee are agreed in writing before any work starts, and if the scope needs to change, that is agreed in writing too.
Does an HR audit guarantee we would pass a WRC inspection?
No, and nobody can honestly promise that. An audit is HR advice, not legal advice. It tells you where your documents, records and practice fall short of current employment law, as set out in the published guidance of the Workplace Relations Commission and Citizens Information, and how to fix each gap. An inspector or adjudication officer makes their own findings on the facts in front of them. Where an audit turns up something that needs a legal opinion, such as a dispute already under way or a significant back pay question, we say so and work alongside your solicitor.
Talk it through with an HR consultant.
Tell us what is happening. We will contact you within one working day, and no work starts until you have agreed a written scope and fee.