For established subsidiaries
HR Compliance Check for Your German Subsidiary
Clarity on the personnel files, processes and legal obligations of your subsidiary in Germany. Our HR compliance check shows where you stand and what needs doing. If you wish, we take care of it right away.
German requirements often differ considerably from what your headquarters knows from other countries. The check brings both together: you see where your subsidiary is on solid ground and where it pays to tighten things up.
Good to know: if you already know which topic needs attention, we can start straight away with the implementation as a separate project.
What is coming up
Three topics with a legal timetable
Headquarters abroad rarely have these on their radar. We clarify where you stand and put in place what is missing.
Pay transparency
What is coming up
Germany is expected to transpose the EU Pay Transparency Directive into national law in early 2027. It brings new information obligations, for example on pay ranges during recruitment. Putting your pay structure in order now means you are well prepared.
What we do
- Overview of roles, pay components and comparison groups
- Clear, structured documentation of salaries
- A process for pay information requests and salary ranges in recruiting
- Recommendations aligned with your group’s policies
Electronic payroll records
What is coming up
From 1 January 2027, all payroll records relevant to social security audits must be kept electronically and provided digitally during an audit. The transition period for paper records ends on 31 December 2026.
What we do
- Digitising your existing records
- Checking completeness and closing gaps
- A consistent, traceable filing structure
- Moving everything into a suitable, GDPR-compliant system
- Audit-proof storage in line with German bookkeeping standards (GoBD)
Working time recording
What is coming up
Since the Federal Labour Court ruling of 13 September 2022, recording all working time has been the law in Germany. Reliable recording gives you certainty in every audit and clarity for your employees.
What we do
- Assessing whether your current solution holds up in an audit
- Suggesting suitable, cost-effective systems
- Setting it up, including overtime, breaks and absences
Self-assessment
Five questions about your HR foundations
A good first impression of where your subsidiary stands:
- Could you produce the complete records of any employee today, straight away?
- Do you know who in your subsidiary can access which personnel records?
- What would you say if an employee asked tomorrow what colleagues in comparable roles earn?
- Could you show an auditor how many hours your employees worked last month?
- Do you know which fixed-term contracts end in the next three months?
Five clear yeses show your foundations are in place. Every open question is worth a closer look.
Review areas
What we look at
- Employment contracts and documentation obligations
- Mandatory workplace notices
- Personnel files and data protection
- Working time recording and breaks
- Pay structure and pay transparency
- Retention and deletion periods
- Onboarding and offboarding deadlines
- Recruiting documents and applicant data
- Payroll interface and statutory reporting
- Whistleblower protection
- Occupational safety and instructions
The result
An overview, clear priorities and, if you wish, the implementation
Traffic-light overview
At a glance: what is in order, where to tighten things up and where action is needed. Compact and clear.
Prioritised actions
An ordered list of actions with concrete next steps, written in plain language and ready to implement.
Implementation offer
If you wish, we carry out the actions ourselves. Every topic, from time recording to electronic payroll records, can also be booked as a separate project.
The check is a review of processes and documentation. Legal questions are clarified together with your legal counsel.
Review once, gain clarity, act with focus.
Whether it’s the full Compliance Check or a single topic: a short call shows where your subsidiary gains the most.