When it comes to managing people, many small business owners are unsure whether they need support from a HR consultant or an employment lawyer. Both deal with employment matters, but their roles are very different. Choosing the right support at the right time can save you stress, time and unnecessary costs.
The Role of The HR Professional
A HR professional is your first point of contact for everyday employee issues. The kind of support I offer includes:
- Creating legally compliant employment contracts and handbooks
- Advising on recruitment, onboarding and staff retention
- Helping to manage absence, performance and conduct concerns
- Handling sensitive staff issues with professionalism and care
- Ensuring your business complies with employment law in a way that works for you
HR is not just about policies. It is about people. It involves sound judgement, emotional intelligence and understanding how to balance what is legally right with what is commercially sensible. Business owners often come to me because something feels off or they are not sure what to do next. My job is to guide them before issues spiral.
When to Call an Employment Lawyer
Employment lawyers play a crucial role in more serious or high-risk situations. This includes:
- Responding to tribunal claims
- Representing you in legal proceedings
- Advising on complex areas of case law
- Providing legal sign-off where required
Employment lawyers know the law inside out, but they are not usually involved in the day-to-day running of a business. They are not managing the relationships between staff, advising on how to have that tricky conversation, or supporting a business owner who has had enough of an underperforming employee.
Why Starting with HR Makes Financial Sense
Employment lawyers are usually far more expensive than HR professionals. Their services are designed for formal disputes, legal proceedings and high-risk issues, and their fees reflect that level of involvement.
For everyday matters such as managing staff, writing contracts, handling difficult conversations or updating handbooks, using a lawyer is not just costly, it is also unnecessary in most cases.
A HR professional offers practical, tailored support that helps prevent problems from escalating. You get advice that makes sense for your business, without the price tag or formality of legal action.
Choosing HR support first is often the more sensible and cost-effective option.
HR First, Legal When Needed
HR support and legal support both have their place, but they are not interchangeable. HR professionals work with you to manage people effectively, keep your processes compliant, and deal with issues calmly and fairly. If legal advice becomes necessary, we can work alongside lawyers or refer you on at the right time.
Some businesses rely on law firms for everyday HR advice, but employment lawyers are not trained in the practical, relationship-based side of HR. It is a bit like calling in a surgeon to handle a paper-cut. Possible, but probably not the most sensible use of your resources.
Get the Right Support in Place
If you want someone who understands your business, can help you manage your team confidently, and is there when you need practical, honest advice, a HR professional is the right place to start.
And if legal input becomes necessary, I will make sure you get the right help at the right time.
If you are unsure what support you need or want to talk through a situation in your business, I would be happy to help.