How to Navigate DOL's Self-Audit Programs

Is your business ready to self-correct before the Department of Labor (DOL) comes knocking? A wave of compliance reform is here—and it’s not all bad news.

In an effort to build a culture of trust and proactive compliance, the DOL has expanded its self-audit programs under the Trump administration. These voluntary programs allow employers to identify and fix violations internally—without immediately triggering fines, lawsuits, or investigations.

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Quick Recap: What’s Happening?

The DOL is reactivating and expanding several key self-audit initiatives, including one discontinued under the Biden administration that focused on payroll violations. This newly revived program will now allow employers to voluntarily correct issues under:

The Fair Labor Standards Act (FLSA)
The Family and Medical Leave Act (FMLA)

Six DOL sub-agencies are involved, including:

Wage and Hour Division (WHD)
Occupational Safety and Health Administration (OSHA)
Employee Benefits Security Administration (EBSA)

💬 Deputy Secretary of Labor Keith Sonderling said it best:
“Self-auditing is one of the most effective ways to build a culture of compliance and trust.”

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Why It Matters for Employers

Deputy Secretary of Labor Keith Sonderling made it clear: the DOL is looking to empower employers—not just punish them.

“These programs are designed to give employers the tools to correct potential violations proactively,” Sonderling said.

For business owners and HR leaders, this marks a shift from reactive to preventative HR practices.

Real Talk: How One Small Business Turned Audit Anxiety into Opportunity

Case in Point:
A 35-person marketing agency in Colorado discovered it had misclassified several employees as exempt from overtime under FLSA. Rather than waiting for a WHD audit, they participated in a voluntary self-audit program.

Result?

Back wages were paid without penalties.
They corrected their time-tracking system.
Morale improved once transparency increased.

They turned a potential PR and legal crisis into a win—and that’s exactly the kind of outcome these programs are designed to support.

FAQs: What Employers Are Asking About DOL Self-Audit Programs

Q: Are these audits required?
No, they are voluntary, but participation can reduce risk of penalties if issues are identified.

Q: Will reporting violations open the door to a full investigation?
Not necessarily. When done through the DOL’s official self-audit channels, your business may be protected from formal enforcement actions—as long as good faith corrections are made.

Q: How do I start a self-audit?
You can begin internally or partner with an HR consultant. Some DOL agencies have formal programs you can opt into for structured guidance.

Q: What if I find major violations?
That’s okay—finding them early is the point. Work with your counsel or HR advisor to document corrections and communicate transparently.

Top 5 Areas to Review in Your Self-Audit:

📂 Benefits Documentation (EBSA Rules).

✅ Wage & Hour Compliance (FLSA)

📅 FMLA Leave Tracking & Notices

🧾 Employee Classification (Exempt vs. Non-Exempt)

🛡️ OSHA Workplace Safety Procedures

🚨 Final Thoughts: Why It’s Time to Act

These DOL self-audit programs represent more than just a compliance tactic—they’re a smart, strategic move for business owners who value integrity, transparency, and employee trust.

Don’t wait for an investigation to fix what you could discover and resolve today.

Need help with your internal audit process?

Let our team at GrowthPoint Partners guide you through a stress-free process. From HR compliance to leave policies, we help businesses stay compliant, confident, and ahead of the curve. Book your appointment today!