HR consultants are external experts who can help you navigate a wide range of human resources challenges. They can assist with creating a people strategy, developing employee handbooks, managing performance, handling employee relations, and even providing interim HR support. Whether you’re a small business needing your first HR guidance or a large company seeking an objective view on a specific project, a consultant can provide tailored solutions to help you grow and stay compliant.

An in-house HR team is a permanent part of your business, managing day-to-day HR tasks. An HR consultant is an external professional hired on a project basis, to provide specialised advice, or to manage specific initiatives. Consultants offer a flexible way to access expert knowledge without the cost of a full-time employee, providing a fresh, unbiased perspective on your HR challenges.

• Centralised Employee Data: A single platform to manage all employee information.
• Automated Payroll & Compliance: To simplify complex calculations, tax filings, and stay compliant with UK legislation.
• Employee Self-Service Portal: Allows employees to manage their own data, request leave, and access payslips, reducing the administrative burden on your team.
• Recruitment & Onboarding Tools: To streamline hiring processes and provide a smooth experience for new starters.
• Performance Management & Reporting: Tools to track goals, conduct reviews, and gain insights into workforce performance.
• Scalability & Integration: The ability to handle a growing number of employees and integrate with other systems you use (like accounting or communication software).

It’s not a matter of one or the other; they can work together. HR software is a tool for automating and streamlining routine HR tasks, while a consultant provides the expert advice and strategic guidance. For many businesses, a combination is the most effective approach—using software to manage day-to-day operations while engaging a consultant for high-level strategy and complex issues.

• Flexible Working: Employees now have more rights to request flexible working from day one.
• Wages and Leave: Annual increases to the National Minimum Wage, National Living Wage, and statutory sick pay.
• Contracts: Stricter rules around zero-hour and fixed-term contracts, and a legal requirement to provide a written statement of terms from day one.
• Discrimination and Harassment: Expanded protections and new obligations on employers to prevent harassment. Staying up-to-date with these changes is essential to avoid legal disputes and fines.

• Ensuring the person is eligible to work in the UK.
• Providing a written statement of employment (contract) on or before their first day.
• Paying at least the National Minimum Wage.
• Enrolling eligible staff in a workplace pension scheme.
• Adhering to anti-discrimination laws throughout the entire hiring process.

• Conducting a thorough and impartial investigation.
• Holding a formal hearing and allowing the employee to be accompanied by a colleague or trade union representative.
• Communicating any decisions in writing and informing the employee of their right to appeal.
• Having a clear, written procedure that is accessible to all staff.

• Costly Legal Proceedings: Employees can take you to an employment tribunal for issues like unfair dismissal or discrimination, which can be expensive and time-consuming, even if you win.
• Significant Fines: Underpayments of wages or failure to comply with certain regulations can lead to fines from HMRC.
• Reputational Damage: Legal disputes can harm your company’s reputation, making it difficult to attract and retain talent. Seeking expert advice from a consultant or solicitor is the best way to minimise these risks.