FAQS

Retained HR Support involves entrusting human resources tasks to an external provider. It encompasses a range of services such as payroll management, recruitment, training, compliance with employment laws and employee relations. This approach enables businesses to concentrate on core activities while benefiting from efficiency and gaining access to HR expertise and technology.

We have 4 levels of retained support that we offer, dependent on your business’ people and HR needs. Each retainer package is calculated based on headcount, as the more people you have, the more support you’re likely to need.

Full details of our retainer costs can be found on our pricing page.

The basic level package provides unlimited employment law and HR support via telephone or Microsoft Teams. You have a nominated consultant who gets to know you and your business, so advice is tailored to your specific needs, without having to explain the business background each time (as you would with the more traditional call-centre consultancies).

In addition to basic HR advice, we also offer more strategic support, which is specifically for growing businesses that understand the value of growing a people-centric culture, and who want to drive growth through having a high-performing team. We do this by tracking people data to ensure you are clear on the return on your investment when it comes to people activity. That means that all your decisions regarding HR and people activity are made with the support of data. We work with you to build your people strategy and an actionable people plan to drive activity.

We also provide training and recruitment support for growing businesses that really want to propel their business growth.

Full details of our retainer costs are on the table on our pricing page.

No, our support is unlimited. We base our pricing on your business’ headcount, as the more people you have, the more support you’re likely to need.

By understanding your headcount numbers, we’re able to estimate how much time we think you will need with your consultant over the course of a month, but it’s not an exact science, so you’ll get exactly the support you need, whenever you need it and at no additional cost.

There are a few ways to determine this. The first is considering the quality of the support you will get from working with us. Each of our consultants is CIPD qualified, or has equivalent experience in real life, or in most cases, both! That means we know HR and people and have seen and dealt with most kinds of trickly people problems.

By working with us, you get a nominated consultant who will really get to know you and your business; in addition, you also have access to our wider team of experts. We know that in the world of employment law and HR, not very much is black and white, so by having a team of experts, we’re able to utilise our collective experience to ensure you’re always getting the very highest quality support, advice and guidance, at all times.

By having a retainer place, you can control your costs more easily, with no additional expenses such as NI, PAYE, pension costs, etc. Having employees can be costly, so by outsourcing, you’re more in control of your overheads.

No. All our retainers are on a rolling monthly basis. That means we simply

We have retained support packages to support most budgets, so we’re confident you’ll be satisfied with our pricing.

Outsourcing isn’t a ‘cheap’ solution, but we strongly believe, you get what you pay for!

It’s important to remember that a company’s people are quite literally their most valuable asset, so why wouldn’t you want to make sure you’re taking the very best care of your most valuable asset?

The other thing to consider is the cost of not having HR support – think costly grievances and employment tribunals and lawyers, not to mention the lost time for senior managers and staff. By working with us we prevent these sorts of issues from occurring in the first place, which is why our clients see us as an investment and not a cost.

Yes, we review our fees annually, usually in line with inflation. This means we’re able to attract the best HR professionals in the industry, ensuring continued quality of support for you.

HR consulting provides expert advice and guidance on HR matters, typically on a project basis, helping companies to develop strategies and solve specific problems without managing HR functions. In contrast, Retained HR involves handing over the execution and management of HR tasks to an external team, covering daily operations such as payroll, recruitment, and employee management.

Pros of an HR Retained service include cost savings, access to specialised expertise, focus on core business activities, scalability, and improved efficiency. However, cons include potential loss of control over HR functions, risk of cultural mismatch, dependency on the service provider, and concerns about data security. However, customers can rest assured that with The HR Consultants, they will receive a service tailored to their specific needs, ensuring a seamless integration of our HR solutions with their business culture and objectives.

Examples of HR Retained include payroll processing, recruitment and talent acquisition, training and development, employee benefits management, legal compliance, and performance management. These services are tailored to the business’s needs and help streamline HR operations.

Your rights at work include fair pay, protection from discrimination, and the right to a safe working environment. You’re also entitled to holiday leave, rest breaks, and clear terms of employment. If you’re facing issues such as unfair treatment or unclear contracts, our employment law experts provide clear, professional guidance to help you understand and assert your rights. We’re here to ensure you feel supported, informed, and empowered to make the most of your workplace protections. Check out our free employment law advice – no strings attached.

The three main types of employment law are contract law, statutory employment law, and common law. Contract law governs agreements between employers and employees, ensuring terms are legally binding. Statutory employment law includes regulations on minimum wage, discrimination, and safety, protecting employee rights. Common law handles workplace disputes, including wrongful dismissal. Make sure you stay up to date with each aspect of employment law.

The average payout for unfair dismissal in the UK varies depending on the case, but typical compensation ranges between £6,000 and £13,000. Higher awards can occur in cases of severe unfair treatment. Compensation is determined by factors such as loss of earnings, length of employment, and personal circumstances. Our expert advice can guide you in understanding potential liabilities, helping you navigate the process confidently and ensuring fair, lawful treatment to avoid unnecessary claims.

The main functions of HR include recruitment, employee onboarding, an employee’s contract, performance management, and compliance with employment laws. HR also oversees payroll, benefits, and employee relations, ensuring that workplace policies are fair and supportive. By managing these essential areas, HR helps build a productive, engaged workforce, supporting organisational growth.

To access free advice, simply book a no-strings, 15-minute consultation with our team. This initial session allows you to discuss your HR concerns and explore potential solutions without any commitment, before making use of our HR services.

HR supports employers by providing expert guidance on employee management, compliance, and performance enhancement. From handling complex policies to improving workplace culture, HR professionals offer clear, tailored advice that helps businesses navigate challenges confidently. With a focus on both day-to-day needs and strategic goals, a HR manager ensures your organisation remains compliant, engaged, and productive.

Unfair treatment in the workplace can include situations where an employee is treated differently due to factors like race, gender, or age rather than their performance or skills. Examples include unequal pay for the same role, overlooked promotions, or being subjected to harsher disciplinary actions than others in similar circumstances. Identifying and addressing unfair treatment is crucial for a fair, inclusive workplace, and we provide trusted guidance to help employers manage these situations effectively so they avoid an employment tribunal.

Yes, you can create your own contract of employment, but it’s not as straightforward as it might seem. While it’s possible to use templates or draft something yourself, these can often miss essential details or leave gaps that could put your business at risk.

A contract of employment needs to clearly outline key terms like job responsibilities, working hours, salary, and notice periods, while also including clauses to protect your business, such as confidentiality agreements or restrictive covenants.

So, while you can make your own contract, having it professionally drafted ensures it's clear, compliant, and works to protect you and your team from the start.

An HR budget covers all the costs associated with managing your team. Key areas typically include:

• Recruitment Costs: Job ads, recruitment agencies, and onboarding expenses.
• Salaries and Benefits: Employee pay, pensions, bonuses, and other perks.
• Training and Development: Workshops, courses, and certifications to help your team grow.
• HR Technology: Software for payroll, performance tracking, or employee management.
• Legal and Compliance: Costs for ensuring policies, contracts, and processes are legally sound.