U.S. Department of Labor Unveils an Expanded Suite of Self‑Audit Programs

In a significant move to promote proactive compliance and foster workplace trust, the U.S. Department of Labor (DOL) has launched a robust set of voluntary self‑audit programs. Designed for employers, unions, and employee benefit plan administrators, these initiatives empower stakeholders across six federal agencies to independently review and remediate potential labor‑law gaps—potentially avoiding formal investigations or litigation. (DOL, www.assp.org, DOL Blog)

Deputy Secretary Keith Sonderling emphasized, “Self‑audits are one of the most effective ways to build a culture of compliance and trust… By empowering the regulated community with clarity and collaboration, we are continuing to fulfill the Department of Labor’s mission to put both workers and employers first.” (DOL)

Highlights of the DOL Self‑Audit Programs

Employee Benefits Security Administration (EBSA)

• Voluntary Fiduciary Correction Program: Enables fiduciaries and plan administrators to self‑identify and fix ERISA violations—such as prohibited transactions or mismanagement of assets—while retaining penalty mitigation.

• Delinquent Filer Voluntary Compliance Program: Allows plan sponsors to correct late Form 5500 filings at reduced penalty levels. (DOL)

Mine Safety and Health Administration (MSHA)

• Compliance Assistance in Safety and Health (CASH): A new digital hub offering safety resources, topic-based guidance, and direct access to MSHA compliance specialists tailored for mining operations. (www.assp.org)

Occupational Safety and Health Administration (OSHA)

• Voluntary Protection Programs (VPP): Expanded access for businesses to pursue self‑evaluations, minimize workplace hazards, and earn exemption from routine inspections by maintaining strong safety performance. (Bloomberg Law)

• On‑Site Consultation Program: Confidential and cost‑free support for small and medium businesses seeking to bolster safety and health without facing enforcement actions. (www.assp.org)

Wage and Hour Division (WHD)

• Payroll Audit Independent Determination (PAID): Reintroduced on July 24, 2025, the PAID program invites employers to self‑audit wage, overtime, and certain FMLA leave practices under the FLSA/FMLA framework. Participants may identify violations, submit findings to WHD, and promptly remedy them—including full back‑wage payments—within 15 days of acceptance. (JD Supra) Eligibility requires that employers not be currently under DOL investigation, have no FLSA/FMLA violations in the past three years, and comply with other program criteria. Accepted employers can resolve issues without formal penalties or litigation risk. (JD Supra)

Office of Labor‑Management Standards (OLMS)

• Voluntary Compliance Partnership Program: Offers unions a self‑assessment pathway under the Labor‑Management Reporting and Disclosure Act (LMRDA), focusing on reporting, disclosure, financial integrity, and internal governance. (DOL)

Veterans’ Employment and Training Service (VETS)

• SALUTE (Support and Assistance for Leaders in USERRA Training and Employment): Launches a structured review of employer policies and practices under USERRA to ensure service members’ employment rights are honored. (DOL)

What This Means for Employers

• Proactive Risk Reduction: These self‑audit tools allow organizations to uncover—and correct—non‑compliance before disputes or enforcement actions emerge.

• Good‑Faith Demonstration: Voluntary disclosure and remediation of issues reinforce a company’s commitment to lawful and ethical conduct.

• Cost Effective: Taking part in programs like PAID can limit penalties or litigation exposure while ensuring employees receive immediate remediation.

• Tailored Support: From small businesses to unions to benefit plan officials, the suite spans areas such as safety, reporting compliance, and wage‑hour laws.

More details, toolkits, and program guidance can be found on the DOL’s official Self‑Audit Programs webpage. (JD Supra, DOL Blog, DOL, www.assp.org)

Thrive PEO: Your Strategic Compliance Ally

Navigating the nuances of these self‑audit programs can feel overwhelming—especially given eligibility parameters, documentation demands, and compliance follow‑through.

By partnering with Thrive PEO, businesses gain a trusted compliance partner capable of leveraging the DOL’s self‑audit initiatives—not just to reactively solve issues, but to proactively build a stronger, more secure operational foundation.

Ready to thrive? Contact us today at: (918) 794-2200.

Thrive PEO is a full-service Professional Employer Organization (PEO); and provides a customized suite of human resource solutions designed to help SMBs: lower employee benefit costs, increase productivity and profitability, and reduce employer liabilities and business risks. Services cover the entire employee lifecycle, and include: payroll and tax administration, employee benefits and related administration, HR and compliance, workers’ compensation insurance, retirement plans and more – all delivered via market-leading HRIS technology.