Every New Hire Needs the Same Steps Done Before Day One.

U.S. employers must complete Form I-9 for every employee hired after 6 November 1986. Section 1 (employee attestation) must be completed by the first day of work. Section 2 (employer review of documents) must be completed within three business days of the employee's start date. The form must be retained for three years after the hire date OR one year after termination, whichever is later. For employees with time-limited work authorisation, Supplement B reverification is required before the existing authorisation expires. In the UK, the equivalent right-to-work check must be done before employment begins; failure can trigger civil penalties up to £20,000 per illegal worker.

When you record an employee's work-authorisation document and its expiry date, ExpiryEdge schedules Supplement B reverification reminders at 60 and 30 days before that document expires. The reminder goes to HR with the employee name, the expiring document, and a checklist for what must be collected. If reverification is not completed, the workflow escalates to the HR manager. No more discovering an expired EAD mid-pay-cycle.

In the U.S., ICE civil penalties for I-9 paperwork violations start at $281 and rise to over $2,861 per affected employee for first-tier offences. Knowingly-hire penalties rise into five-figure-per-employee territory. In the UK, the Home Office can issue a civil penalty up to £20,000 per illegal worker plus criminal exposure. Penalties apply even when the employee was eligible to work - the check still had to be done and documented to the standard.

Any step with a deadline and an owner. The common stack: Form I-9 / right-to-work, employment contract / offer letter, E-Verify case (where required), DBS or background check, state-specific new-hire reporting, mandatory induction and harassment training, OSHA or role-specific safety training, food handler or health card where required, equipment and PPE issuance, system / SSO access, payroll setup, and any role-specific certifications. You build the workflow once per role-and-state, then apply it to every starter automatically.

Yes. Offboarding has its own compliance requirements - most importantly, revoking system and SSO access on the last working day (the single most common SOC 2 finding), retrieving company equipment, completing final-pay-cycle steps, and updating beneficiary or compliance records. ExpiryEdge tracks offboarding with the same deadline-and-owner structure as onboarding, so nothing is left undone when someone leaves.

Yes. Each step is assigned to the person responsible: HR owns I-9, IT owns SSO, the line manager signs off training, the security officer revokes access on Day 0 of offboarding. Each owner receives reminders only for their own steps. If a step is not completed by its deadline, the assignee gets a prompt, and the manager gets an escalation alert at the configured threshold.

BambooHR, Rippling, and similar HRIS platforms handle the full HR stack - payroll, time-off, performance, onboarding - and start around $6–12 per employee per month. ExpiryEdge is purpose-built for the deadline-and-document layer of compliance: every I-9 reverification, every certification renewal, every recurring training. Most customers run ExpiryEdge alongside their HRIS to plug the "credentials that lapse mid-employment" gap that general HRIS tools do not handle well.