An HR audit is not just a compliance exercise — it’s a way to find inefficiencies, prevent costly disputes and make HR a contributor to business performance. Here’s what a typical HR audit discovers and how the fixes often pay for themselves.
Common audit areas
Employment contracts and terms
Payroll accuracy and remittance records
Leave & attendance records
Disciplinary & grievance files
Policies and employee handbooks
Performance management evidence
Frequent findings in Kenya
Incomplete or informal contracts exposing employers to claims.
Incorrect PAYE or NSSF/NHIF calculations leading to penalties.
Poorly documented disciplinary processes that fail legal tests.
Missing job descriptions and irregular performance reviews.
How audits save money
Avoid penalties and back-pay liabilities by fixing payroll and remittance errors.
Reduce turnover by clarifying roles and performance expectations.
Cut recruitment costs by improving hiring processes and retention.
Reduce litigation risk with documented, fair procedures.
The audit process
Scope & document request.
Review & interviews.
Gap analysis with prioritised remediation.
Implementation support and follow-up.