What does outsourced HR include?
An external HR adviser can support manager questions, contracts, policies, recruitment, probation, absence and employee concerns. You might need help with one difficult matter, a defined project or ongoing advice.
The scope varies. Some providers advise only; others prepare documents or support meetings. Clarify whether payroll, health and safety, insurance and tribunal representation are included, provided by a partner or outside the agreement.
How much does outsourced HR cost?
Common models are monthly retainers, fixed-price projects and pay-as-you-go advice. Cost depends on the work, access and team size. Adept HR advertises support from £50 per month; ask for a proposal that sets out the suitable service and any additional charges.
Compare scope rather than price alone. Our fixed-fee HR package guide explains what to check.
When does a small business need an HR consultant?
- A manager needs help with a grievance, disciplinary matter or performance concern.
- Absence or a return to work needs careful support and adjustments.
- Contracts and policies no longer reflect how the business operates.
- Recruitment, restructuring or changing working arrangements need planning.
- Managers need regular advice but the business does not need a full in-house team.
There is no universal headcount threshold. Consider the expertise, time and risk involved. For a live dispute or possible dismissal, seek advice before communicating a decision.
How should you choose an HR provider?
- People: ask who will support you and what relevant experience they have.
- Access: agree availability, response times and the route for urgent matters.
- Scope: get included work, limits and extra charges in writing.
- Information: check how confidential records are shared, stored and retained.
- Terms: check fees, renewal, notice and how support changes as your team grows.
Does an HR consultant take over legal responsibility?
No. The employer still makes decisions, provides accurate information and remains responsible for its actions. Agree who will communicate with staff, carry out the process and maintain records.
What should you bring to a first consultation?
Explain the issue or recurring work, relevant deadlines and what managers have already done. Bring the relevant contract or policy where useful. Adept HR can discuss the next steps and whether one-off or ongoing support is appropriate.
For official guidance on a common employee issue, see the Acas disciplinary and grievance Code.