SMETA Audit Preparation & Compliance
Practical, experienced support for organizations preparing for SMETA social compliance audits.
Havenar HR Consulting provides hands-on support throughout the SMETA audit process—from initial preparation and Self-Assessment Questionnaire (SAQ) review through audit readiness, corrective actions, and follow-up.
Whether your organization is preparing for its first SMETA audit or maintaining an established social compliance program, we can help identify gaps, organize documentation, prepare management and employees, and strengthen your overall audit readiness.
SMETA 2-Pillar & 4-Pillar Support
SMETA audits can involve extensive review of company policies, employment practices, working conditions, health and safety programs, environmental practices, and business ethics.
Support is available across all four SMETA pillars:
Labor Standards
Review of employment practices, wages, working hours, employee documentation, policies, training, discrimination and harassment prevention, grievance procedures, and other labor-related requirements.
Health & Safety
Preparation for workplace inspections and review of safety programs, training records, emergency preparedness, machine safety, electrical safety, fire protection, chemical controls, housekeeping, and other workplace safety requirements.
Environment
Review and development of environmental policies, environmental objectives, energy and water usage, waste management, emissions, greenhouse gas initiatives, environmental performance documentation, and supporting records.
Business Ethics
Review of policies and practices related to ethical business conduct, anti-bribery and corruption, confidential reporting, management accountability, and related controls.
SAQ Preparation & Review
The SMETA Self-Assessment Questionnaire can be extensive and requires information from multiple departments.
Havenar HR Consulting can assist with:
- Reviewing existing SAQ responses
- Updating outdated information
- Identifying missing documentation
- Coordinating information across departments
- Reviewing supporting evidence
- Identifying answers that may create audit concerns
- Preparing comments and explanations where appropriate
- Conducting a final readiness review before submission
Audit Readiness & Gap Analysis
Preparation should begin before the auditor arrives.
We can conduct a structured review of your facility’s documentation and practices to identify potential findings in advance, including:
- Personnel and payroll records
- Working hours and overtime
- Wage and living-wage information
- Policies and employee handbooks
- Training documentation
- Health and safety records
- Facility and warehouse conditions
- Environmental documentation
- Business ethics policies
- Employee grievance procedures
- Management systems and responsibilities
Living Wage Analysis
Living-wage evaluation has become an important component of social compliance.
We can assist with developing and documenting a living-wage analysis using recognized external data sources and comparing applicable living-wage benchmarks with actual employee compensation and benefits.
Environmental Compliance Preparation
For organizations completing a SMETA 4-Pillar audit, environmental requirements can require significant coordination among operations, maintenance, safety, regulatory, and executive management.
We can assist with environmental policy review, objectives, energy and water data, waste reduction initiatives, greenhouse gas considerations, environmental responsibilities, and documentation supporting your SAQ responses.
Corrective Action Support
The work does not necessarily end when the audit is completed.
If findings are issued, Havenar HR Consulting can assist with reviewing the audit findings, developing corrective action plans, organizing supporting evidence, assigning responsibility, tracking completion, and preparing documentation for follow-up review.
Prepare Before the Auditor Arrives
Havenar HR Consulting can help you prepare before the audit begins.
A successful SMETA audit requires more than having policies on paper. Your documentation, workplace practices, management responses, employee interviews, and physical facility should tell a consistent story.