What to put in place at 1, 5, 15, 25, 50, and 100 employees, and which ModuleHire HR guide covers each step.
Laws and needs change with headcount. Federal thresholds are noted, and many state rules start earlier.
| Employees | Put in place | Guides |
|---|---|---|
| 1+ | Classification, offer letters, I-9 and tax forms, new hire reporting, workers' compensation, required posters. | Classification, Offer Letter, Onboarding |
| 5+ | A basic handbook, sick leave and PTO, harassment policy, weekly 1:1s. | Handbook, Time Off, Performance Management |
| 15+ | Federal anti-discrimination laws apply. Structured interviews, a review cycle, consistent documentation. | Interviewing, 360 Review, Performance Records |
| 25+ | Salary bands, an engagement survey, manager training. | Salary Bands, Engagement Survey, Manager Conversations |
| 50+ | FMLA and ACA employer rules apply. An investigation process and a compliance calendar. | Investigation, Compliance Calendar, Time Off |
| 100+ | EEO-1 and WARN rules apply. A formal pay cycle. Your first dedicated HR hire, if you haven't already. | Comp Planning, Compliance Calendar |
State rules start earlier. California requires harassment training at 5 employees, for example. Check each state where you have employees.
Where small companies get caught, and what it looks like when the roadmap is followed.
The first medical leave request arrives and nobody knows the rules.
A time off policy and leave process in place by 5 employees.
Two people in the same role discover a big pay gap.
Salary bands by 25 employees, before gaps grow.
A harassment complaint and no process to follow.
A policy and complaint path from day one, an investigation process by 50.
The founder is still approving every PTO request at 60 people.
Managers trained and an HR owner named before 50.
Plus the editable Excel template.