HR Compliance & Regulatory Consulting

Help businesses comply with employment laws and HR regulations

Startup Cost
$10,000-$45,000
Difficulty
Advanced
Time to Profit
6-15 months
Profit Potential
$12,000-$67,000/month

Overview

HR compliance consultants charge $125-$300 hourly or $5,000-$50,000 per project.

Serving 20-60 clients generates $150,000-$800,000 annually with 70-85% margins.

In 2025, complex employment regulations require expertise.

Revenue from compliance audits ($8,000-$35,000), policy manual development ($5,000-$25,000), training on employment laws ($2,000-$10,000 per session), ongoing compliance retainers ($1,500-$8,000 monthly), investigation and remediation ($10,000-$75,000), and government audit support.

Services include HR compliance audits and gap analysis, employee handbook and policy development, employment law training for managers, I-9 and immigration compliance, wage and hour compliance (FLSA), and ADA, FMLA, and leave law compliance.

Successful consultants stay current on employment laws, conduct thorough compliance assessments, provide practical policy templates, train managers on compliance, and prevent costly violations.

Small to mid-size businesses as clients.

Marketing through business attorneys, CPAs and accountants, business consultants, SHRM and HR associations, and compliance expertise.

Required Skills

  • Employment Law
  • HR Compliance
  • Policy Development
  • Training & Facilitation
  • Risk Management
  • Regulatory Knowledge

Pros and Cons

Pros

  • High demand for employment law compliance
  • Recurring compliance audit revenue
  • Help businesses avoid costly violations
  • Multiple revenue streams (audits, policies, training)
  • Growing employment regulation complexity

Cons

  • Need deep employment law knowledge
  • Laws change frequently requiring ongoing study
  • High liability if advice causes violations
  • Competitive HR consulting market
  • May need employment law degree or SPHR

How to Get Started

  1. Build HR compliance expertise and credentials (SPHR, employment law)
  2. Stay current on federal and state employment laws
  3. Develop compliance audit and policy templates
  4. Market to small and mid-size businesses
  5. Conduct HR compliance assessments
  6. Develop compliant policies and procedures
  7. Train managers and provide ongoing compliance support

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