HR Compliance for Your Small Business
You want to work on your business, not HR. I give you the HR policies, documentation and expert guidance you need so you can focus on the parts of your business you actually love.
HR compliance is complex
Even very small businesses have rules to follow, and compliance obligations pile up as you grow. Whether you have employees in 1 state or all 50, we can help.
It grows as you do
FLSA classification, I-9s, required policies, mandatory postings — the list expands with every hire, and penalties don't scale down for small teams.
Found out too late
Most businesses discover the gaps through a complaint, an audit, or a lawsuit. Getting ahead of it is dramatically cheaper.
No full-time hire needed
You need the right infrastructure, built once — plus expert access when questions come up.
Multi-State Is the Specialty
Every state sets its own rules — final paycheck timelines, paid sick leave, required handbook language, mandatory postings. Hiring one remote employee in a new state changes your obligations overnight. Most generalist consultants know a state or two; this practice has hands-on experience managing employees across many, and building the systems to stay compliant as teams spread out.
See What You'll Receive
Sample deliverables from each service. This is what the actual work product looks like.
Nine compliance gaps were identified across four states. Three require immediate attention due to active penalty exposure. Detailed remediation guidance is provided for each finding.
| State / Area | Requirement | Finding | Risk |
|---|---|---|---|
| Colorado | Paid Sick Leave | No accrual policy in place. State law requires 48 hrs/year for all employees working in-state. | High |
| Action planAdopt a written HFWA accrual policy at one hour per 30 hours worked, capped at 48 hrs/year. Backfill balances for current Colorado staff and add the accrual to payroll. | |||
| All States | FLSA Classification | Exempt/non-exempt status not formally reviewed or documented for any role. | High |
| Action planRun every role against the salary and duties tests, document the exemption basis in each file, and route borderline positions to employment counsel before finalizing. | |||
| Utah | Final Pay Timing | No written procedure exists. Terminations require payment within 24 hours under Utah law. | Medium |
| Action planWrite a per-state final-pay procedure and assign an owner, so a termination triggers the correct deadline automatically in each state. | |||
| Florida | New Hire Reporting | Process is inconsistent. Federal 20-day reporting deadline not tracked or assigned. | Medium |
| Action planAssign ownership and add a calendar trigger at each hire date to cover the federal 20-day deadline and Florida's own reporting requirement. | |||
| Texas | Required Postings | Three required state notices confirmed at main location; remote employees not covered. | Low |
| Action planDeliver the required notices electronically to remote employees and document delivery. Re-check posting language at each annual update. | |||
Employment with Acme Manufacturing LLC is at-will. This means that either you or the company may end the employment relationship at any time, with or without cause, and with or without advance notice.
Nothing in this handbook, in any other company document, or in any statement made by a manager or company representative creates a contract of employment or changes the at-will nature of employment. Only a written agreement signed by the CEO that explicitly states employment is not at-will is binding on the company.
Employees who work in Colorado are entitled to paid sick leave under the Colorado Healthy Families and Workplaces Act (HFWA). Eligible employees accrue one hour of paid sick leave for every 30 hours worked, up to 48 hours per calendar year.
Accrued sick leave may be used for the employee's own illness or injury, to care for a family member, or for reasons related to domestic violence, sexual assault, or a similar safety concern. Unused sick leave carries over from year to year but is not paid out upon separation.
How It Works
Use the calculator
Answer a few questions about your business and get an itemized estimate on the spot. No call required to get started.
Scope is confirmed
Short call or email exchange to verify the details and lock in a final quote.
You share your information
Complete a short onboarding form and share any existing policies or documentation. Your team, your states, your current setup — the rest is handled from there.
You get the deliverables
Written reports, ready-to-use documents, and a debrief so you know exactly what to do next.
Common Questions
Can you help with any state where I have employees?
Are you an employment attorney?
How long does a project take?
Can I get a quote before committing to anything?
How and when do I pay?
Find Out Where You Stand
The calculator takes 3 minutes. You'll walk away with a specific recommendation and an itemized price — before you ever have to talk to anyone.
Get My Free Quote →