EANE’s HR audit services give New England employers a clear, expert review of their HR policies, practices, and documentation, measured against current federal, Massachusetts, Connecticut, and Rhode Island employment law. Our certified HR professionals show you where you’re compliant, where you’re exposed, and what to fix first. You leave with a written report, a prioritized roadmap, and a team that can help you work through it.

Employment law in New England doesn’t sit still. Massachusetts added pay transparency requirements. Connecticut expanded paid leave. Rhode Island keeps adjusting its own leave and pay rules. Keeping up is a job in itself, and most of the employers we work with are already wearing too many hats to do it well. An HR audit tells you where you stand before a state agency, an I-9 inspection, or a lawsuit tells you first.

What is an HR compliance audit?

An HR compliance audit is a structured review of how your organization hires, pays, classifies, documents, and manages people, compared against the employment laws that apply to you. It’s a checkup for your HR function, and it finds the gaps while they’re still cheap to fix.

Plenty of the organizations we audit have one HR person handling everything, or an owner or office manager covering HR alongside their real job. The audit works the same either way.

What our HR audits cover

Every EANE audit is built around the practices that carry the most risk for employers in Massachusetts, Connecticut, and Rhode Island:

Workplace policies and your employee handbook
Employee classification: exempt vs. non-exempt, employee vs. independent contractor
I-9 documentation, verification, and storage
Wage and hour practices, including timekeeping and overtime
Leave administration: FMLA plus MA Paid Family and Medical Leave, CT Paid Leave, and RI’s state leave programs
Required federal and state labor law postings
Personnel files, recordkeeping, and documentation habits
Pay equity and pay transparency requirements across MA, CT, and RI
Workplace safety practices and required programs
Multi-state complications, like a Massachusetts company with Connecticut or Rhode Island employees

How deep your audit goes in each area depends on which review you pick.

The HR audit services we offer

Human Resource Audit

The full review. We look at your policies, procedures, and practices across the areas above and deliver a complete picture of what’s working and what’s out of compliance. This is the right starting point if you’ve never had an outside review, you’ve grown quickly, or HR has changed hands.

I-9 Audit

A focused review of your I-9 forms and verification process. We check that every active employee has a complete, accurate form, that corrections are handled the way federal rules require, and that your storage and retention practices would hold up in an inspection. I-9 errors are among the easiest compliance problems to fix and among the most expensive to ignore.

FLSA Audit

A review of how you classify and pay people. We examine exempt and non-exempt classifications, contractor relationships, timekeeping, and overtime practices against the Fair Labor Standards Act and the state wage laws that often reach further than the federal rules do.

Safety Audit

A review of your workplace safety practices, required written programs, postings, and recordkeeping, so you know where you stand before an inspection or an injury forces the question.

Pay Equity Audit

A review of your pay practices against the pay equity and pay transparency laws now active in Massachusetts, Connecticut, and Rhode Island. Pairs naturally with our pay equity assessments if you want to go deeper on compensation.

How it works

We review. You share your policies, handbook, files, and forms, and we talk with the people who own the work. We scope the audit to your size and situation upfront, so you know what to expect before we start.
You get the findings. A written report in plain English that tells you what’s compliant, what’s exposed, and which fixes to make first.
We help you fix it. Work through the roadmap on your own, or lean on us. Members call the HR hotline as questions come up, and our HR Business Partners can take the bigger fixes off your plate.

That third step is where we’re different from most HR audit companies. Plenty of firms hand you a report and disappear. Our audits come with a team behind them, and the same people who found the gaps can help you close them.

Why employers pick EANE for HR audits

We work where you work.

Our certified HR professionals live and work in New England, and they handle Massachusetts pay transparency, Connecticut paid leave, and Rhode Island’s leave and pay rules every day for hundreds of member organizations.

We’re independent.

EANE isn’t a PEO and we don’t sell insurance. Our recommendations aren’t tied to a co-employment contract or an insurance commission, so you get straight answers about what needs fixing and what doesn’t.

Members save 30%.

EANE member organizations get 30% off audit services, plus everything else membership includes, like the HR hotline and training discounts.

Frequently Asked Questions (FAQ)

What’s the difference between an HR audit and an HR compliance audit?

Mostly emphasis. A compliance audit measures your practices against employment law and flags legal exposure. A broader HR audit covers compliance and also looks at whether your practices are working well: hiring, documentation, performance management. Our Human Resource Audit does both, and our focused audits (I-9, FLSA, Safety, Pay Equity) go deep on a single compliance area.

How often should we have an HR audit done?

Once a year is a healthy rhythm for most organizations. Beyond that, audit when something changes: you cross an employee-count threshold that triggers new laws, you add employees in another state, a major law takes effect, or your HR role turns over. Each of those moments creates new obligations, and an audit is the fastest way to find out which ones apply to you.

How much do HR audit services cost?

It depends on your headcount and which audit you need, so we scope it with you upfront. No surprise invoices. EANE members save 30% on all audit services, and if you have 100 or fewer employees, ask us about the HR Power Pack, a bundled option that includes an I-9 audit.

What do we get when the audit is done?

A written report with findings and a prioritized roadmap: what’s out of compliance, what’s risky, and what order to fix things in. You’ll also have our team available to help with the fixes, whether that’s a quick hotline call or hands-on support.

Do we need an HR department to work with you?

No. We audit organizations with full HR teams, with one HR person wearing many hats, and with no HR staff at all. The report is written so that whoever owns HR at your organization, whatever their title, can act on it.

EANE’s HR Audit Services At a Glance

What it is	An expert review of an organization’s HR policies, practices, and documentation, measured against employment laws in Massachusetts, Connecticut, and Rhode Island. Delivered as a written report with a prioritized roadmap of fixes.
Who it’s for	Organizations of any size, including those with one HR person handling everything or an owner or office manager covering HR. No HR department required.
Problems it solves	Uncertainty about what’s compliant and what’s exposed; misclassified employees or contractors; I-9 gaps; wage and hour risk; leave administration across MA, CT, and RI programs; pay equity and transparency requirements; multi-state complications.
Audit types	Full Human Resource Audit, I-9 Audit, FLSA Audit (classification and pay practices), Safety Audit, and Pay Equity Audit.
Geography	Massachusetts, Connecticut, and Rhode Island employers.
Delivery model	Three steps: a review of policies, handbook, files, and forms with stakeholder discussion; a written report with findings and a prioritized roadmap; then ongoing implementation support through EANE’s HR hotline and HR Business Partners.
What you receive	A written report in plain English covering what’s compliant, what’s exposed, and which fixes to make first, plus a prioritized roadmap and support to implement it.
Recommended frequency	Annually, or after major organizational changes.
How it’s different	Auditors know New England employment law specifically, EANE sells no PEO or insurance products so findings stay objective, and support continues after the report is delivered.
Pricing	Based on headcount and audit type, with the fee set upfront. EANE members receive 30% off audit services. Employers with 100 or fewer employees can ask about the HR Power Pack bundle.