Enterprise HR Compliance Risk Diagnosis

What Problem It Solves

HR compliance issues are often not missing policies, but gaps between policies, evidence, and workflow: a job posting contains gender preferences, an offer letter lacks clear hiring conditions, a contract expires without renewal alerts, overtime lacks approval, probationary employees miss social insurance enrollment, or offboarding misses handover confirmation. These details may look like administrative flaws individually, but together they can lead to administrative penalties, labor disputes, or compensation exposure.

How the Skill Works

The skill structures China-oriented HR compliance checks into 8 modules: recruitment, contract management, attendance, compensation and benefits, social insurance, training and development, offboarding, and records management. Each module typically provides four kinds of information:

• Core compliance standards, such as signing written labor contracts within one month of onboarding, keeping monthly overtime under 36 hours, and enrolling employees in social insurance within 30 days of employment.
• Regulatory references, mapping items to laws and regulations such as the Labor Contract Law, Labor Law, Social Insurance Law, and Personal Information Protection Law.
• Common risk points, including discriminatory job requirements, excessive probation periods, unapproved overtime, wages below local minimum standards, and missing separation certificates.
• Checklists that can be converted into internal review forms with fields for result, corrective action, owner, and due date.

It also covers special compliance expectations for Japanese enterprises, such as overtime approval, annual leave utilization monitoring, and consultation with labor unions when material policies change. For management-facing outputs, the skill defines high, medium, and low risk levels, helping prioritize remediation.

Scope and Cautions

This skill is useful for HR, legal, administration, and business managers to prepare internal self-checks, training materials, or pre-audit reviews, but it does not replace legal advice on specific cases. Local minimum wages, social insurance bases, special working-hour filings, and arbitration evidence must be verified against local rules and the employee record chain.