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What is the difference between Human Resources (HR), and Employment Law?

BY Alex Hunt
Employment Law & HR
BG Purple

Although both divisions provide very different services to our clients, both services seek to assist, resolve and provide guidance regarding all matters related to the employees and employee-related operations of a specific company. This creates large amounts of overlap between the two and therefore it’s common to have some confusion around the differences.

Why Choose an HR Consultant?

HR Consultants at LAW have many years of experience working within a variety of sectors, dealing with a wide range of employee challenges within these organisations.

Employing HR consultancy ensures that best practice is followed, which in turn assists organisations to foster and create a healthy work environment - vital for attracting and retaining qualified workers and allowing them to do their tasks well.

Our HR Consultants can perform a variety of responsibilities for our clients, including recruiting, managing employee relations, and creating company policies. In smaller companies, LAWs HR Consultants can perform all relevant tasks, whereas within  larger companies they may focus on specific areas, such as hiring or internal restructures.

While an HR advisor may not have a law degree, they will have a working knowledge of employment law and how it’s applied.


Why choose an Employment Lawyer?

All of Law At Work’s Employment Solicitors are qualified lawyers. They understand how the law is administered and have spent extensive time studying and keeping up to date with the application of the law in the workplace.

Our Employment Solicitors are the experts you may consult when considering action which may result in litigation. They are the qualified and skilled expert that keeps up to date with complex legislation. They allow the employer to be aware of potential risks,  and explore all possible options , as well as reducing their exposure to it.


The Overlap

As stated above, these two divisions commonly cross over in their day-to-day procedures and responsibilities. For example, there may be overlap in providing advice on disciplinary matters within the organisation and contracts of employment drafting. Within LAW, both divisions work in synergy together to enhance the client experience. We have found this works well in many situations, such as TUPE’s.

Whilst every organisation has its own unique requirements, HR At Work is ideal for organisations who that employ under 100 staff, and Employment Law At Work works well for organisations that employ 50 staff or more. This, is of course, entirely dependent on the business needs of the client and often a flexible approach is required.


If you would like to read a bulleted, black and white comparison of the two services, please click here.

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