Free Labor Law Legal Compliance Checklist

Ensure compliance with local, state, and federal labor laws

Maintain an up-to-date employee handbook.

Include policies on harassment, discrimination, and workplace safety.

Clearly outline employee rights and grievance procedures.

Establish clear terms of employment in contracts or offer letters.

Adhere to minimum wage laws (state and federal)

Properly classify employees as exempt or non-exempt

Ensure overtime is calculated and paid correctly.

Provide accurate and timely wage statements.

Record hours worked accurately for all employees.

Comply with payday frequency requirements.

Follow OSHA (Occupational Safety and Health Administration) standards

Conduct regular safety training and drills.

Provide personal protective equipment (PPE) when necessary.

Display required workplace safety posters.

Maintain and report workplace injury/illness records.

Ensure compliance with Family and Medical Leave Act (FMLA) regulations

Offer mandated benefits, such as workers’ compensation and unemployment insurance

Accurately calculate and contribute to Social Security and Medicare taxes.

Provide paid or unpaid leave as required by law (e.g., sick leave, parental leave)

Maintain proper records of all employee benefits.

Comply with Equal Employment Opportunity (EEO) laws

Conduct regular anti-discrimination and harassment training.

Establish a clear reporting process for harassment complaints.

Investigate complaints promptly and thoroughly.

Prohibit retaliation against employees who file complaints.

Verify proper classification of employees vs. independent contractors

Ensure compliance with Form I-9 and E-Verify requirements.

Maintain accurate employee records for required periods

Track and document independent contractor agreements

Conduct regular audits of employee classification.

Provide final paychecks by state laws

Ensure COBRA continuation coverage notifications are sent.

Document reasons for employee terminations

Follow the due process for disciplinary actions and terminations.

Conduct exit interviews and retrieve company property.

Display federal and state labor law posters inaccessible areas

Provide written notifications for new hires and changes in employment terms.

Notify employees of their rights under applicable labor laws.

Update workplace postings annually or as laws change.

Adhere to the National Labor Relations Act (NLRA) requirements

Respect employees’ rights to unionize and engage in collective bargaining

Address grievances raised by unions promptly and professionally.

Document all agreements made through collective bargaining.