Employers should conduct HR labor/employment law audits  periodically (but as frequently as practical), due to the constant evolution of labor and employment law through new decisions rendered by courts, new opinion letters rendered by agencies, and new legislation enacted by Congress and state legislatures.

Alternatively, employers should consider conducting a comprehensive or targeted audit when --

• There is significant organizational change, such as

– Mergers, acquisitions, sales

– Addition or departure of key managers or executives (especially HR executive or mgr)

• Major legal changes are announced or occur

• Milestone growth points are reached by the organization -- 15, 20, 50, 100+ employees

• When growth results in supervisors and managers making employment decisions with little or no direct oversight by human resources

• Business expands to new state or country that raises the likelihood of being covered by new laws

• Becoming a government contractor or subcontractor, because doing so subjects the employer to new legal obligations