Use this free compliance checker to see if your small business has the HR policies it needs. Answer 7 questions, get your score, and see exactly which policies you are missing or need to update.
1.Do you have a written employee handbook that all employees have received?
high2.Does your handbook include an at-will employment statement specific to your state?
high3.Do you have a written anti-harassment and anti-discrimination policy that employees have acknowledged?
high4.Do you have a written policy covering paid leave, PTO, or sick leave that reflects your state's requirements?
high5.Do you have a written meal and rest break policy that matches your state's rules?
high6.Do you have a written policy covering employee use of technology, social media, and company devices?
medium7.Have you updated your handbook or policies in the last 12 months to reflect any new state or federal law changes?
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Seven questions cover the core HR compliance areas where small businesses most often have gaps: written policies, state-specific leave rules, anti-harassment acknowledgment, break requirements, and annual updates. Answering "No" or "Not sure" to any item flags why that policy matters and adds it to your gap list. The whole checklist takes about 60 seconds.
HandbookGenerator creates a full 17-section handbook tailored to your state, industry, and company policies — covering every policy area in this quiz and more. $97 one-time.
Create Your Handbook →Most businesses need: an at-will employment statement, anti-harassment and discrimination policy, written leave and PTO policy, meal and rest break policy (varies by state), and technology use guidelines. State requirements vary significantly — California, New York, and Illinois have the most extensive mandates.
At minimum once per year, or whenever federal or state employment law changes. Many states update paid leave, minimum wage, and harassment training requirements annually. An outdated handbook can lock you into superseded rules and weaken your legal defenses.
Missing policies create direct liability. In wage-and-hour claims, courts look for written break and overtime policies. In harassment suits, written acknowledgment of your anti-harassment policy is a key defense. Without written policies, you may lose disputes even when you did nothing wrong.