HR 洞察 • 12 分钟阅读
HR 合规清单：每家公司在 2026 都需要什么
MAY 8, 2026
HR compliance is more complex than ever. Use this checklist to ensure your organisation is covered across employment law, data protection, and health and safety.
为什么合规不能完全委托给法律部门
HR 专业人士处于劳动法合规的第一线。每天，HR 都会就纪律流程、薪酬、工时和数据做出具有法律影响的决策。虽然律师可以在出问题时提供建议，但 HR 的工作是确保问题一开始就不会发生。一个设计良好的合规计划，远比应对劳动法庭索赔或数据保护调查便宜得多。
Employment contracts and documentation
Every employee must receive a written statement of the main terms and conditions of employment on or before their first day. The statement must cover pay, working hours, holiday entitlement, notice periods, and the place of work. Review template contracts annually to ensure they reflect current legislation. Ensure that all changes to employment terms are confirmed in writing and that employees sign to acknowledge receipt.
Right to work checks
雇主必须在每位员工开始工作前核实其是否有权在该国工作。核验方法取决于该个人是英国或爱尔兰公民、持有生物识别居留许可，还是使用内政部在线核验服务。保存每次核验记录，包括所查看的文件和日期，并在雇佣期间及结束后两年内妥善保留。雇用无权工作人员的罚款最高可达 £60,000 每名非法工人。
数据保护与 GDPR
HR processes vast amounts of personal data: job applications, performance records, payroll data, health information, and disciplinary records. Under UK GDPR, this data must be collected for a specific and legitimate purpose, retained only as long as necessary, kept secure, and accessible to the data subject on request. Conduct a data mapping exercise to identify all personal data held by HR, document the legal basis for processing each category, and set retention policies that are enforced automatically wherever possible.
