The main objective of the Compliance Audit Service is to provide an independent evaluation of the Human Resources Management model implemented by the company, in relation to its legal obligations, as well as the policies, rules, and procedures it implements
It's crucial for your businesses to stay up-to-date with the latest regulatory developments.
• Termination of Employment
• Maternity Protection & Parental Leave
• Working Time Arrangements & Modern Employee Rights — Compliance with applicable legislation and current European developments:
◦ Hybrid and Remote Working
◦ Right to Disconnect
◦ Flexible Working Arrangements
◦ Overtime and Working-Time Limits
◦ Leave and Absences including parental leave and carers’ leave
• Health and Safety at Workbr
• Equality and Non-Discrimination
• Representation and Support during Negotiations and Mediation before the Ministry of Labour
• Guidance on the Proper Handling of Workplace Disputes under the Industrial Relations Code
• Compliance with EU Directives and Regulations
B. HR COMPLIANCE — INTERNAL AUDITS & POLICIES
• Independent Compliance Assessment and Identification of Compliance Gaps
• Development of Employee Handbooks and Individual Workplace Policies
• Drafting of Disciplinary Codes
• In-House Training Programmes with Potential HRDA Subsidisation
C. EQUALITY, INCLUSION & DIGNITY AT WORK
The European Union is introducing increasingly rigorous requirements for equality and transparency in the workplace. Businesses that prepare now can reduce their exposure to penalties and gain a competitive advantage.
• Pay Transparency — Preparation for compliance with Directive (EU) 2023/970 on pay transparency.
Development of an equal-pay policy and preparation for mandatory gender pay gap reporting.
• Equality and Equal Treatment — Policies designed to safeguard equal pay regardless of sex, age, nationality or other protected characteristics.
• Diversity, Equity & Inclusion (DEI) — Development of an inclusion strategy that uses diversity as a competitive advantage.
• Sexual Harassment & Workplace Bullying — Development of prevention and response policies, complaints procedures, investigation processes and incident-management protocols. Training for management teams and employees.
• Dignity at Work & Fair Treatment — Policies that ensure the fair and responsible treatment of all employees while creating a workplace founded on trust and mutual respect.
The EU Pay Transparency Directive is in force.
Under the Directive’s minimum reporting timetable employers with 250 or more workers must report annually from 2027. Employers with 150–249 workers must report every three years from 2027 and employers with 100–149 workers must report every three years from 2031.
Prepare now.
D. GDPR IN HR — EMPLOYEE DATA PROTECTION
Employee personal data is among the most sensitive information processed by an organisation. Certain GDPR infringements may result in administrative fines of up to €20 million or 4% of the organisation’s total worldwide annual turnover for the preceding financial year whichever is higher.
• Employee Data Inventory and Mapping
• Development of Privacy Policies and Employee Privacy Notices
• Ensuring the Lawfulness of Data Processing throughout the Employment Lifecycle including recruitment, performance assessment and termination
• Security of Electronic and Paper Personnel Records
• Data Retention and Deletion Policies
• Data Breach Response Procedures
• GDPR Obligations Training for HR Teams and Management
Is your HR function GDPR-compliant?
Request an independent assessment before someone else assesses it for you.
Our team at ENTER CONSULTING ZONE, is using its extensive experience and provide reliable support so that your business can comply with the latest regulatory developments. The workforce is the most important asset and an integral part of your business success. Proper approach to your employees will enhance your reputation, financial success, and attract future employees.
Benefits of HR Compliance Audit
➤ Validates compliance of policies and procedures with the legal obligations of the Business regarding Human Resources Management.
➤ Helps identify risks and problematic areas by conducting an analysis of deficiencies in processes with respect to good practices and legal obligations.
➤ Reduces the risk of potential lawsuits that could lead to financial costs and damage to the reputation of the Business.
➤ Assists your Business in developing the existing Human Resources Management model and leveraging its personnel.
Are you compliant with the requirements of the legislation?
Non-compliance with regulations and legislation can create problems for your business, despite the best intentions of management. Therefore, it is wiser to take all necessary measures to avoid possible "legalistic" mistakes that could lead to legal action, fines, or other expenses.
Tailored support and assistance
➤ Expert counsel and guidance for management
➤ Efficient project management
➤ Comprehensive analysis, evaluation, and design of processes and methods
➤ Rigorous evaluation, strategic planning, and implementation of best practices
➤ Adherence to regulatory and legislative requirements
➤ Preparation of process manuals in compliance with relevant legislation
➤ Thorough evaluation, strategic planning, and implementation of best practices
➤ Protection of employees' personal data in accordance with legal requirements
➤ Employer compliance and protection of employee rights
➤ Seminars for management and staff education, training, and awareness-raising
