Can an attestation be signed electronically?

Yes. Under the federal ESIGN Act and state UETA statutes, electronic signatures are legally valid when they show intent, consent, attribution, and retention. Ensure your platform records an audit trail and meets required authentication levels.

Is notarization required for attestations?

Not typically. Most employment attestations do not require notarization unless specified by employer policy or a particular statute. Use notarization or RON when additional authentication is needed for legal or investigatory purposes.

Who must sign the attestation?

The employee or contractor whose compliance or acknowledgement is being confirmed signs. Authorized representatives may sign on behalf of the organization where appropriate, but the attestor’s signature is primary.

How do I correct a signed attestation?

Do not alter a signed document. Prepare an amendment or new attestation with clear linkage to the original and capture a fresh signature and date to preserve auditability.

How long should records be kept?

Retention depends on the record type: generally at least three years for tax-related records, six years for HIPAA-related items, and longer where state law or contracts require it.

What if an attestation contains false information?

Investigate promptly. False statements may trigger disciplinary action, contract remedies, or regulatory reporting depending on the severity and applicable laws.

Electronic Signature
Templates
HR
Employment Attestation of Compliance

Employment Attestation of Compliance

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYMENT ATTESTATION OF COMPLIANCE

Personal Information

Full legal name Address

Phone number

Email address

Employee / Applicant ID (if assigned)

Position Information

Proposed job title

Department

Reporting manager

Scheduled start date:

Compensation (annual or hourly):

Employment type (select all that apply) Full-time Part-time Contract Intern / Temporary

Employment History

Employer 1

Company name

Job title

Dates employed

Primary responsibilities Reason for leaving

Employer 2

Company name

Job title

Dates employed

Primary responsibilities Reason for leaving

Education

Highest degree or certification Institution

Graduation date:

Major / field of study:

Additional certifications or training

References

Reference 1

Reference 2

Reference 3

Legal Notices and Disclosures

At-Will Employment: I understand that, unless otherwise provided in a written agreement signed by an authorized representative, my employment is at-will and may be terminated by either party at any time, with or without cause or notice.

Equal Employment Opportunity: The employer is an equal opportunity employer and makes employment decisions without unlawful discrimination. I acknowledge that I have read and understand this statement.

Attestation and Authorizations

By initialing and checking the boxes below and signing this Attestation, I certify, authorize, and agree as follows:

I certify that all information provided in this form and in any accompanying documents is true, complete, and correct to the best of my knowledge. I understand that falsification or omission may be grounds for rescission of an offer or termination. I authorize the employer to contact prior employers, educational institutions, references, and other listed sources to verify information and evaluate my suitability for employment, and I release those sources from liability. I consent to employment-related background checks, which may include criminal history, credit (where job-related), and other verifications permitted by law, and I release the employer and its agents from liability related to such investigations conducted in good faith. I attest that I am legally authorized to work in the jurisdiction where employment would be performed, and that I will provide lawful documentation as required for employment eligibility verification. I acknowledge that I have read or will be provided with applicable workplace policies, including but not limited to confidentiality, code of conduct, safety, and conflict-of-interest policies, and I agree to comply with them. I have disclosed any potential conflicts of interest, pending disciplinary actions, or conditions that may affect my ability to perform duties. If none, I affirm there are no undisclosed conflicts.

Authorization to Obtain Consumer Report: Where applicable for the position sought, I acknowledge that the employer may obtain a consumer report and, if requested, I will receive a separate disclosure and consent form in accordance with applicable law.

Applicant Certification

I certify under penalty of perjury that the foregoing statements are true and correct. I understand that this Attestation of Compliance is a condition of consideration for employment and that execution of this document does not create a contract of employment. I agree to cooperate with reasonable requests to verify the information contained herein.

Additional Information / Comments

Certification and Signature

Applicant Name:

Signature:

Date:

What the Employment Attestation of Compliance Is

The Employment Attestation of Compliance is a signed written statement by an employee or contractor confirming adherence to specified employment policies, legal requirements, or program rules. Typical attestations cover eligibility to work, completion of required trainings, non-discrimination commitments, conflict-of-interest disclosures, or compliance with company safety and privacy policies. The document records the attestor's name, role, effective date, and the specific statements they affirm under penalty of perjury or company policy. It is used to create a verifiable record that the employer can retain for audits, regulatory review, or internal compliance tracking.

Why an Attestation Matters for Employers and Employees

An attestation documents individual acknowledgement of legal and policy obligations, reduces ambiguity about expectations, and supports internal audits or regulatory inquiries. It creates an auditable record of consent and factual assertions that employers can retain for compliance, investigations, or defense against claims.

Who Typically Completes an Employment Attestation

Employers, HR teams, hiring managers, and compliance officers commonly use attestations to confirm status or policy acceptance at hire, promotion, or on an annual basis.

New hires and contractors who must confirm eligibility or policy acceptance within onboarding timelines
Current employees requested to reaffirm obligations after policy updates or training completions
Compliance or audit teams that require signed records to demonstrate regulatory adherence

Core Elements to Include in a Professional Attestation

A well-formed Employment Attestation of Compliance is concise, specific about the statements being affirmed, and traceable to an individual and date for legal and audit purposes.

Attestor Name

Full legal name of the person signing; use exactly the name shown on government ID to avoid identity disputes or processing delays.

Position

Job title or contractor role tied to the attestation; clarifies the scope of duties and obligations being affirmed for that role.

Statements

Clear numbered statements describing what is being attested (work eligibility, training completion, policy compliance), avoiding broad or vague language.

Effective Date

The date the attestation takes effect; use MM/DD/YYYY format so retention and enforcement timelines are unambiguous.

Signature Block

Place for signature, printed name, and date; include witness or notary lines if the organization or jurisdiction requires authentication.

Audit Data

Metadata such as IP address, signing timestamp, and method of authentication to support electronic signature attribution and chain of custody.

Step-by-Step: How to Complete the Employment Attestation

A simple sequence ensures the attestation is accurate, attributable, and retained correctly for compliance purposes.

01

Prepare Document: List precise statements and required fields before distributing.
02

Collect Identity: Verify the attestor's legal name and employer ID.
03

Obtain Signature: Acquire signed acknowledgement or validated e-signature.
04

Retain Record: Store signed copy with audit metadata for the retention period.

Where to Send or File the Completed Attestation

Understanding routing and storage locations helps ensure accessibility for audits and minimizes risk of lost records.

HR Records: Primary retention location for employee attestations and personnel files.
Compliance Folder: Centralized repository for attestations tied to regulatory programs or certifications.
Secure Cloud: Encrypted storage with controlled access for distributed teams.
Legal Counsel: Provide copies when attestations are relevant to investigations or legal review.

Digital Signing and eSubmission Considerations

Choose a signing platform that captures an auditable trail, supports the required authentication strength, and fits the organization’s retention policies.

Signature Audit: IP, timestamp, and event log
Authentication: Email, SMS code, or stronger
Document Formats: PDF, DOCX, or other supported formats

eSignature Pricing Snapshot for Attestation Workflows

This table summarizes starting prices and core capabilities across common eSignature vendors; signNow is listed first per platform comparison conventions.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies by vendor	Varies by vendor	Varies by vendor	Varies by vendor
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No envelope cap	100 envelopes/user/year	Varies	Varies	Varies

Penalties and Risks from Incorrect or Missing Attestations

I-9 Violations: Penalties can range from $281 to $2,789 per violation

Tax Reporting Fines: Incorrect reporting may trigger IRC §6721 penalties per form

False Statements: Material misrepresentation can lead to disciplinary or legal action

HIPAA Breach Risk: Inadequate attestations linked to PHI may trigger HIPAA fines

Contractual Liability: Noncompliance can void agreements or trigger indemnities

Investigative Costs: Missing records increase audit and legal defense expenses

Common Preparation and Processing Mistakes to Avoid

Using vague language in attestation statements that creates ambiguity about the attestor’s obligations and weakens enforcement options
Collecting unsigned or improperly attributed forms because the signing method lacks an audit trail or sufficient authentication
Failing to match the attestor’s printed name with identity documents, which can invalidate the attestation for identity-sensitive processes
Neglecting retention schedules and deleting records before the minimum federal or industry retention periods expire

Security and Compliance Features to Require

Encryption: TLS 1.2/1.3; AES-256 at rest

Audit Trail: Complete event log and timestamps

HIPAA BAA: Business associate agreement available

Access Controls: Role-based permissions

Authentication: Email, SMS, or stronger MFA

Standards: SOC 2, ISO 27001 available

Timing and Deadlines to Keep in Mind

Timely completion and retention are often required by policy or regulation; build these deadlines into your onboarding and audit workflows.

Complete at Hire:

Collect attestations during onboarding or as condition of access

Employer Review Window:

Complete employer-required verifications promptly, often within a few business days

Policy Updates:

Request renewed attestations when policies materially change

Retention Start:

Retention period typically begins on the effective date

Audit Availability:

Ensure records are accessible for inspections or investigations

FAQs: Practical Answers for Employment Attestations

Answers to common questions about enforceability, signatures, corrections, notarization, and recordkeeping for attestations.

Need help? Contact support

Can an attestation be signed electronically?
Yes. Under the federal ESIGN Act and state UETA statutes, electronic signatures are legally valid when they show intent, consent, attribution, and retention. Ensure your platform records an audit trail and meets required authentication levels.
Is notarization required for attestations?
Not typically. Most employment attestations do not require notarization unless specified by employer policy or a particular statute. Use notarization or RON when additional authentication is needed for legal or investigatory purposes.
Who must sign the attestation?
The employee or contractor whose compliance or acknowledgement is being confirmed signs. Authorized representatives may sign on behalf of the organization where appropriate, but the attestor’s signature is primary.
How do I correct a signed attestation?
Do not alter a signed document. Prepare an amendment or new attestation with clear linkage to the original and capture a fresh signature and date to preserve auditability.
How long should records be kept?
Retention depends on the record type: generally at least three years for tax-related records, six years for HIPAA-related items, and longer where state law or contracts require it.
What if an attestation contains false information?
Investigate promptly. False statements may trigger disciplinary action, contract remedies, or regulatory reporting depending on the severity and applicable laws.

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