Employment law and statutory compliance
Statutory registers, remittances and the current notices you must display.
An HR audit tests how your people practices actually operate, not only what is written down. ACCUREX HR audit services deliver a clear view of risk and a time-bound plan to close every gap, before an inspector or a court tells you where they are.
A policy manual is only as good as the Monday morning that follows it. A disciplinary step skipped under pressure, a casual contract that quietly turned monthly, a leave register that no manager updates: each of these sits inside a policy that is still, on paper, correct. The gap between what the policies say and what managers actually do is where disputes, inspections and employment claims land. An HR audit measures that gap and turns it into a plan.
An HR audit here tests the seven areas that carry the most legal and operational risk:
Statutory registers, remittances and the current notices you must display.
Hiring records, contract categories, probation and employee files.
Pay rules, approval controls, deductions, remittance trail and benefits administration.
The framework, the records, and whether reviews actually happen.
Grievance and disciplinary cases, welfare arrangements, and anonymous input from staff.
The organisation chart against what people actually decide and sign off.
The finished output: every gap scored, owned and dated.
Share the headcount, the sites and the trigger, and scoping can start.
Request an HR auditThe sites, the staff categories and the areas in scope are agreed, with the confidentiality posture set at the start.
Policies, contracts, registers and payroll samples are reviewed, and transactions are tested against the records.
Managers and staff are interviewed in confidence, work is observed on site, and anonymous surveys or focus groups add what interviews cannot reach.
A risk dashboard and a prioritised improvement plan are delivered, each finding owned and dated.
Every finding rests on a sample, a document or a transcript, not on the auditor's view.
The audit does not route to a sales process, so a gap that could be closed in-house is reported as such.
Interviews, focus groups and surveys with staff are run under confidentiality, and raw inputs stay with the audit team.
An HR audit tests practice against the statutes that frame work and personal data in Kenya:
Contracts, discipline, termination, leave and non-discrimination (sections set out on the HR Department Set-Up page).
Workplace safety obligations supervised through the Directorate of Occupational Safety and Health Services (DOSHS), including the registers and notices a workplace must keep on site.
WIBA cover, injury reporting and the register of incidents.
Employee personal data, ODPC registration and the data subject rights (set out on the HR Department Set-Up page).
PAYE, NSSF, SHIF, Housing Levy, NITA and HELB, with the remittance calendar set out on the Payroll Outsourcing page.
Material rulings of the Employment and Labour Relations Court that bear on the areas in scope.
The reviewer confirms the applicable sections at the time of the audit, because the statutes and the regulators' guidance are revised from time to time.
Boards, CEOs and HR leaders in corporates, faith-based and non-profit organisations, and manufacturing sites looking for HR compliance services anchored in a point-in-time audit.
Every gap scored by legal exposure, operational impact and likelihood.
Each finding carries an owner, a target date and the closure criteria that will confirm it is fixed.
The CEO or board sponsor is walked through the report, with the HR team in the room.
Progress against the plan is reviewed at the dates agreed in the engagement letter.
A labour-office letter, a filed dispute, due diligence by a buyer, lender or donor, a new HR leader asking for a baseline, or growth that has outrun the old controls. The trigger shapes the scope: a dispute deepens the employee-relations review, while due diligence covers all seven areas.
The seven scope areas are tested against documents, transactions and observation. Policies and contracts are reviewed, payroll and leave transactions are sampled, and managers and staff are interviewed. The auditor pairs each finding with the evidence that supports it, so the report is traceable.
Every gap, scored by legal exposure, operational impact and likelihood. The dashboard is sortable by priority, by owner and by target date, so leadership can see what to close first and the HR team can see what is on their desk this quarter.
Interviews and focus groups are held off the floor, surveys are anonymous, and raw transcripts and responses stay with the audit team. Findings appear in the report as themes with illustrative quotes, never with names, so no employee is identifiable from the dashboard.
By legal exposure first, then operational impact and likelihood. A gap that risks a tribunal award, a penalty or a labour-office order sits above a gap that is only an inefficiency. The engagement letter sets the thresholds, so the board sees a dashboard it recognises.
The CEO or board sponsor plus the HR leader. A fuller debrief is held with each of them, and the dashboard is handed over for internal use. A sanitised summary can be prepared for a lender or buyer, if that was the trigger.
A financial audit tests the books against the reporting framework. An HR audit tests how people are managed, measured against Kenyan employment statutes, data-protection rules and the organisation's own policies. The two often share source data, but the findings and the owners differ, and the regulators are different.
An HR compliance audit focuses on the statutory areas: contracts, statutory registers and notices, remittances, employee files, OSH obligations, WIBA cover and discipline procedures. The wider HR audit adds performance, structure, pay governance and staff voice.
The Employment Act, 2007, the Occupational Safety and Health Act, 2007, the Work Injury Benefits Act, 2007, the Data Protection Act, 2019 and tax and statutory-deductions law, with material rulings of the Employment and Labour Relations Court. Specifics are set out alongside each finding.
Progress against the plan is reviewed at the intervals agreed in the engagement letter, usually quarterly. ACCUREX can also run a lighter re-test on specific findings when the owner says they are closed, so the dashboard reflects what is actually in place.
Headcount, the sites, the areas in scope and the trigger are enough to open scoping with a consultant.
Request an HR auditTell us what you need. An ACCUREX consultant will respond with practical next steps and a clear scope.
