Question 1

Do small businesses really need HR consulting?

Accepted Answer

Yes — often more than large companies. Small businesses face the same employment laws as large ones but without dedicated HR staff to manage compliance. A single mishandled termination, harassment complaint, or misclassification can cost more than years of consulting fees.

Question 2

What's the most common HR mistake small businesses make?

Accepted Answer

Misclassifying workers as independent contractors when they should be employees. This exposes businesses to significant back taxes, penalties, and benefits liability. An HR or employment law expert can review your contractor relationships and flag risks before they become problems.

Question 3

Can an HR expert help me handle a difficult employee situation?

Accepted Answer

Yes — and this is often the highest-value use of an HR session. Whether it's a performance issue, a harassment complaint, a dispute, or a termination, an HR expert will walk you through the right process — documentation, communication, legal risk — so you handle it correctly.

Question 4

What should an employee handbook include, and do I need one?

Accepted Answer

Yes, you need one. An employee handbook sets expectations, establishes policies, and provides legal protection. It should cover: at-will employment, anti-harassment policy, PTO and leave, code of conduct, disciplinary procedures, and any required state-specific policies. An HR expert can review or create one tailored to your jurisdiction.

Question 5

How do I improve employee retention without raising salaries?

Accepted Answer

Compensation matters, but it's rarely the only driver of turnover. HR experts frequently find that retention issues stem from unclear roles, poor management practices, lack of growth opportunities, or cultural problems. A session to diagnose root causes is usually more valuable than guessing at solutions.

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