When the entire HR department at finance app Bolt was dismissed, it started a debate and a pushback about the need for HR support.
So, we have a question for you – what comes to mind when you hear ‘HR’? Someone who is going to tell you ‘no’ and stand in your way, someone who is only there to support and advocate for employees and deal with the ‘fluffy stuff’? The stickler who wraps your business in so many unnecessary policies and procedures that getting anything done feels like running a marathon?
If this is how you think of HR, you have a bad impression – or the wrong HR support. External expert HR support is a powerful enabler, putting employers back in control by providing the knowledge and support they need to make choices for their business, informed by the commercial realities they are facing.
In an increasingly competitive and fast-paced world, good HR support is a necessity for business success:
- Knowledge is power
- Changes to the law are ramping up the risks for businesses
- HR support enables managers to be managers
- The rise of employees deploying AI
1. Knowledge is power
One of the big differences between businesses that have expert HR support and those that do not is choice. Those that are well advised understand the options open to them, because they have been given the information they need. When an advised business decides not to follow a compliant (or wholly compliant) route, they are aware of the risk(s) they are taking (and the cost implications), and they have had the opportunity to weigh these against the business benefits the course of action will bring. It is not an unexpected tribunal claim brought about by a manager, who whilst genuinely trying to do their best, has made a misstep and landed the company with a claim they can ill afford.
Good HR support is practical, realistic and understands the pressures businesses face, at Kingfisher Professional Services this is reflected in our advice. It is tailored not just to individual businesses but to each unique situation, allowing for discussions of a range of options from compliant to more commercial routes. No agenda and no judgement – just fast business focused support so that you can make the decisions that are right for your business.
2. Changes to the law are ramping up the risks for businesses
The Employment Rights Act 2025 was billed as the biggest change to employee rights for a generation, some changes have already been made but the most significant are yet to come. The huge reduction in the qualifying period needed for an ordinary unfair dismissal claim, the removal of the statutory cap on compensation for unfair dismissal, the doubling of the time limit for bringing most employment tribunal claims, significant restrictions on businesses ability to make changes to many key terms and conditions without employee consent, stronger rights for trade unions and ‘guaranteed hours’ rights for qualifying zero hours and low hours workers – these are some of the changes that lie ahead.
These, and changes like them, all ramp up the risk for businesses – not only do you need to keep up to date with the changes, you need to understand them, prepare for them in good time and apply them correctly. This can seem like a never-ending and monumental task, one which is difficult and time-consuming for a business going it alone. It is in times like this that expert external HR advice really adds value and is more vital than ever. Whether it is legal updates, up to date advice, training for managers or support with employment contracts and employee handbooks, external HR support is vital for businesses of all sizes. No-one wants their business to be the one that gets caught out.
3. HR support enables managers to be managers
People management is often only one aspect of a manager’s job, whether they have a little HR experience and knowledge or a lot, external HR support can save them time and help them to confidently, effectively and efficiently deal with issues – putting them in control and helping them to drive the business forward. Whether it is matters such as lateness, short term frequent absence or poor performance that are holding your business back or you need help with a more specialised situation such as redundancy or a TUPE transfer having a HR expert on side can make all the difference. Not only can it help you to protect your business but simply put, it can help your managers get on with the rest of the job.
4. The rise of employees deploying AI
Increasingly businesses are finding that employees are turning to AI, whether it is for writing a grievance, checking their rights or questioning a manager’s decisions. This is having a chilling effect in some businesses – creating uncertainty about how to deal with issues, managers second guessing their own abilities or feeling hesitant to address matters as they feel they are under scrutiny.
AI assisted grievances in particular are causing problems, what used to be a quick word with a manager to resolve an issues or an email with a few paragraphs explaining the complaint has in many cases morphed into a document that stretches to dozens of pages (often more), is confusing about what the issue actually is and cites case law and breaches of legislation that may or not be relevant (or even exist). Add to this the unreasonable and unrealistic expectations employees can sometimes have after using AI for employment law advice and matters can become very difficult to resolve – or move on from.
As the trend for AI related HR issues seems set to continue, it is important that businesses are ready and prepared to deal with them. Having a HR expert on your side to support, guide and advise your business helps to cut through the uncertainty – a specialist with skills, knowledge and experience you know you can trust to help you get the job done.