For many small business owners, HR isn’t seen as a specialist role. It’s treated as something the Office Manager, Finance Assistant, or “someone who’s good with people” can just mop up on the side. After all, how hard can it be to sort a contract, calculate holiday pay, or have a chat with an underperforming employee?

Here’s the problem: that assumption is one of the most expensive mistakes you can make.

I see it all the time. Managers or administrators make well-meaning decisions without understanding the HR or legal implications and the situation quietly escalates. By the time I’m called in, the damage is often done.

Sometimes I can reduce the impact. Occasionally I can reverse it. But far too often, I can only help a business navigate the fallout and bring the situation to its conclusion. And that “fallout” can mean a costly tribunal claim, a settlement agreement you didn’t plan for, or a damaged reputation you can’t easily rebuild.

Why “mopping up” HR Rarely Works

When HR isn’t your profession, it’s easy to make a decision that feels sensible in the moment but has serious knock-on effects. For example:

• Handling a tricky employee conversation without following the correct process
• Making changes to contracts without understanding the legal implications
• Missing key updates to employment law that put you out of compliance
• Miscalculating holiday pay or notice entitlement
• Failing to record and evidence actions in a way that would stand up in a tribunal

These aren’t things you can just undo later. Once the wrong process has been followed, the horse has bolted.

Why Managers Can’t Be Expected to “Just Know”

Your managers are focused on running their teams, hitting targets, and getting the job done. They don’t have the capacity or training to consider every HR and legal implication of their decisions and nor should they. Expecting them to handle HR without professional guidance is like asking your receptionist to defend you in court, or your dentist to perform heart surgery. It’s simply not their job.

The Same Logic You Use for Accountants Applies to HR

When it comes to finance, business owners rarely hesitate to bring in an accountant. They see it as an essential, non-negotiable part of running a business. HR deserves the same approach.

Your employees are your biggest asset, and also one of your greatest risks. Just as an accountant protects your finances, a HR professional protects your people, your compliance, and your reputation.

Prevention is ALWAYS Cheaper than the Cure

Getting HR advice before making a big decision might cost a small fee. Getting it wrong could cost you thousands.

• A HR professional can spot risks you didn’t know were there
• They can guide you through tricky situations in a way that keeps you compliant and fair
• They can put processes in place to stop problems escalating in the first place

When you involve HR early, you stay in control. When you involve HR late, you’re often in damage limitation mode.

Get the Right Support in Place

At Harrogate HR, I work with small businesses to make sure HR isn’t just “mopped up”, it’s handled properly from the start. That means fewer headaches, less risk, and a stronger workplace for you and your team.

If you want to avoid the most expensive mistake small businesses make with HR, get in touch before things get messy.