Compensation Compliance Auditor

What problem it solves

Payroll compliance issues are usually not one bad salary line, but mismatches between minimum wage, social insurance base, housing fund ratio, overtime base, probation wage, and equal pay rules. HR and legal teams often need to compare employee records, local city standards, and statutory requirements during financing due diligence, IPO preparation, or quarterly audits, then estimate back-pay, late fees, and gap exposure.

How it works

The skill turns the audit into practical steps:

• Input collection: provide company city and employee payroll details; optional fields include industry, performance, overtime hours, and contract termination date.
• Scope selection: run a full audit by default, or focus only on social insurance and housing fund or high-risk items.
• Rule matching: use built-in national and province/city standards such as minimum wage, social insurance base limits, housing fund ratios, and high-temperature allowances.
• Risk output: generate a risk dashboard, item-level findings, legal references, remediation suggestions, and cost estimates.

It is useful for converting payroll tables into a reviewable compliance worksheet, not for issuing a formal legal opinion.

Boundaries

The output is a compliance self-check aid: missing fields cause the relevant check to be skipped, unknown cities fall back to a national baseline, and audits over 200 employees default to summary statistics. Final judgments still require the latest local authority announcements and advice from a licensed lawyer.