Audit process
How a Cloudservsync payroll audit engagement moves from first call to graded findings.
Why a defined process matters
Payroll audit management fails when scope drifts or evidence arrives without a named owner. Our process keeps the brief, the sample, and the report aligned so finance and HR know what to expect each week.
Stage 1 — Scoping call
We confirm entities, headcount bands, pay calendars, systems in use, and the business reason for the review (board pack, lender request, post-acquisition, or internal control refresh). You leave with a draft population definition and a provisional timeline.
Stage 2 — Engagement letter & evidence list
The letter locks fee, periods, and deliverables. The evidence list names registers, bank files, MPF statements, policy extracts, and access contacts. Incomplete lists are the most common cause of delay; we schedule fieldwork only after the critical items arrive.
Stage 3 — Fieldwork
Auditors sample pay cycles, reconcile statutory deductions to remittances, and interview payroll owners on unusual adjustments. On-site days in Hong Kong are scheduled where dual control or physical approvals need observation; otherwise desk review proceeds from secure file exchange.
Stage 4 — Closing & findings pack
Exceptions are graded, discussed in a closing meeting, and issued in a written pack with remediation notes. Optional retest of corrected items can be booked as a short follow-on.
Week 0
Scoping call and draft proposal for your headcount and periods.
Week 1
Engagement letter accepted; evidence upload begins.
Weeks 2–5
Sampling, reconciliations, and owner interviews for a typical full audit.
Final week
Closing meeting and delivery of the graded exception log.
What you prepare
A single payroll contact, read-only extracts for agreed months, and honesty about known weak spots. Surprises found mid-fieldwork are documented; surprises withheld from scoping may require a fee variation.