HR compliance and obligations: securing your legal and employee relations framework
Turn compliance into an opportunity for collective engagement. Employment and HR regulatory requirements continue to grow: Livre IV, DUERP, PAPRIPACT, the Gender Equality Index, GEPP…
These processes are essential but often seen as administrative constraints. Managed well, they become powerful drivers of employee relations, prevention and employer appeal.
YOUR CHALLENGES AS AN HR OR BUSINESS LEADER:
secure the legal framework and engage stakeholders
Ensure regulatory compliance to limit legal and reputational risks.
Involve managers and employee representatives in your approach.
Make these obligations a driver of prevention and engagement, rather than a box-ticking exercise.
Introduce lasting frameworks adapted to your organisation and operational realities.
How can you turn HR obligations into drivers of engagement?
/ RESTRUCTURING ➞ Document the human and organisational impacts of transformation projects through the Livre IV report.
/ Prevention ➞ Assess risks and structure action plans through the DUERP, PAPRIPACT and an assessment of your prevention arrangements.
/ Gender equality ➞ Ensure compliance while building a credible, lasting GENDER EQUALITY POLICY in the workplace.
/ Forward planning ➞ Use GEPP to anticipate evolving skills and build CAREER PATHS suited to future needs.
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For Quality of Work Life Week, join Alternego’s experts for a new webinar series. Together, we explore five themes to rethink the role of managers.
