Inspection-ready HR: a mock audit of your records every night.
Every night KivoHR checks your records against 78 rules, from right to work and the minimum wage to sponsor duties and the accident book. Each finding says what to do and closes itself once it’s fixed, and “Are we legal today?” scores where you stand.
14 days free · no card needed
Findings
ExampleAna Costa: visa ends in 21 days, no follow-up check booked High
2 people’s contracted rate is below the National Living Wage Medium
Tom Hale: no UK address on file
Fixed today
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1
It checks overnight
At two in the morning, against your records as they are today. You can run it again whenever you like.
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2
You fix the riskiest first
Each finding has its risk, the next step and a link to the screen that fixes it. A critical one is emailed at once.
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3
The evidence is ready
If you sponsor workers, the inspection pack builds a checked ZIP of their records as at any date, for a Home Office visit.
Are we legal today?
One score, what to fix first, and what it could cost.
The score starts at 100 and drops for each open finding, most for a critical one. Beside it: the areas losing points, the one thing to fix first, the most a fine could be for illegal working or underpaying, and how the score has moved over 30 or 90 nights.
Every employer gets 46 rules. The other 32 are sponsor duties, checked only once you record a sponsor licence.
AI Ask Kivo answers “whose right to work needs a follow-up in the next 30 days?” or “whose training expires before the inspection?” from your right-to-work and training records. AI in KivoHR
Are we legal today?
Checked overnight · 78 rules
Immigration status No findings
Tracking and reporting −10
Minimum wage −5
Health and safety No findings
Fix first: Ana Costa’s visa ends in 21 days and no follow-up check is booked. Book it
Inspection day
“Can I see your records?” Here they are, as they were.
For a Home Office sponsor visit, the inspection pack gathers the sponsored-worker register, each worker’s right-to-work evidence and Appendix D documents, and a branded summary into one ZIP with a checksum for every file. Pick the officer’s list, everyone sponsored in the last year, or a sample chosen the way an officer would.
- Records as at any date up to today
- A reason asked for, and every pack recorded in the history
- The holiday records pack: six years in one ZIP, for any employer
- The training matrix as it stood on any day
Inspection pack · Northgate Care
Sponsor visit · records as at 2 Nov · 12 files sampled
Summary and index (branded PDF)
Sponsored-worker register (CSV)
Right-to-work evidence, per worker
Appendix D documents, per worker
Checksums for every file
Download the ZIP
What the nightly audit checks, and what it doesn’t.
The rules are grouped in the areas below. The app also lists what it does not check, so a good score is never mistaken for more than it is. The decisions stay yours.
Checked every night
- Immigration status and illegal working
- Contact details
- Record keeping
- Tracking and reporting
- Recruitment and registration
- Licence and SMS users
- Minimum wage
- Flexible working requests
- Health and safety
- Working time
- Holiday entitlement
- Pensions
Not part of the audit
- Holiday pay and holiday records (rule 61 checks the entitlement itself)
- Night work, and rest breaks on days whose breaks are not clocked (rule 65 checks the 48-hour average, daily and weekly rest and breaks from clock records)
- The minimum wage beyond the rate paid: deductions, unpaid working time and travel between visits
- What a payslip must show, beyond the hours of hourly-paid staff
- Statutory sick pay, and family leave and pay beyond answering a notice
- Enrolling each eligible worker, contributions and opting out (rule 63 checks the declaration and re-enrolment dates)
- The duty to prevent sexual harassment beyond a policy, a risk assessment and training (rules 56 and 66)
- Health and safety beyond the accident book, RIDDOR reports and risk assessment reviews, such as training and equipment checks
- DBS and other sector checks
- Discrimination and equal pay
- Notice, dismissal and redundancy
- Data protection, including the ICO fee and how long records are kept
- Gender pay gap reporting
- Employer's liability insurance
Several of these have tools of their own: working time is checked on the rota, training and DBS renewals have their own reminders, and holiday records are kept for six years.
The harassment duty
Take all reasonable steps, and show that you did.
Employers must take reasonable steps to prevent sexual harassment of their staff, and from 30 October 2026 all reasonable steps, including against harassment by customers and clients. KivoHR’s harassment kit starts with the three things guidance expects most, a policy everyone accepts, a risk assessment and a course that renews every year; it is a start, not legal advice.
What the Employment Rights Act 2025 changesPreventing sexual harassment
Great Britain · all reasonable steps from 30 Oct 2026
Policy published and accepted 41 of 44
Risk assessment 5 of 6 tasks
Yearly course 38 of 44
Steps taken: 88%
Works with the rest of KivoHR
Inspection-ready: common questions
Does a good score mean we’re compliant?
No. No software can promise that. The score shows how your records stand against the rules it checks, and the app lists what it doesn’t check. The decisions stay yours.
What does the nightly audit check?
Right to work and illegal working, contracted pay against the minimum wage, flexible working deadlines, the accident book, RIDDOR and risk assessment reviews, and, if you sponsor workers, the sponsor duty.
Is the inspection pack only for sponsors?
The pack is built for a Home Office sponsor visit, so it needs a sponsor licence on record. Any employer can download six years of holiday records, and the training matrix as it stood on any day.
Can we run the audit during the day?
Yes. It runs every night and whenever you ask, and fixing a record re-checks its findings straight away.
Find out where you stand, tonight.
14 days free, no card needed.