The People Professional Paradox

In 2025, employers are caught in a strange contradiction. They’re facing some of the most significant employment law changes in decades, ranging from the ban on fire and rehire tactics to increased employee rights around flexibility, harassment and unfair dismissal.

So what does this mean in practical terms ?

Businesses need to proactively engage with ‘People Professionals’, whether internal or external as being passive is no longer an option for those organisations that want to thrive in this challenging economic climate. HR provides the framework for a strategic approach, whether this be guidance to stay compliant, protect reputation or leading their workforces with confidence to build high-performing teams.

But here’s the paradox…..these very changes, that are making quality HR resource more critical than ever are also making employers more reluctant than ever to employ HR professionals in-house.

Why? Because every new hire carries risk.

More rules. More risk. More reluctance.

Employers are navigating an era of heightened employee rights and intensified regulatory scrutiny, demanding precision, adaptability, and resilience.

• Higher costs & reduced workforce flexibility: the end of “fire and rehire” will strip away a key lever of organisational agility for many employers. Watertight change management processes and formal consultation frameworks will be required to minimise risk of legal exposure. For many, this will undermine the confidence to commit to permanent hires.

• Unfair dismissal—a day-one right: employers must strengthen recruitment and selection processes and capability (finding the right person will be paramount!), implement clear and structured probation processes and embed consistent performance management to mitigate risk.

• Surge in tribunals and claims: stronger and expanded employee rights mean a likely surge in claims and tribunals. Employers face not only financial penalties, but reputational damage. For SMEs, a single dispute could be business critical.

Regulatory shifts aren’t just legal hurdles, they’re fundamental business risks. Employers must act now to protect their workforce and their bottom line.

For many SMEs, this feels overwhelming. Especially if HR is merely a ‘bolt-on’ to someone’s role, or handled by a junior generalist with limited experience.

What are the options? Hire an experienced in-house HR professional? That’s a big commitment, and one that many businesses feel uneasy about in this climate of rising costs and heightened employer obligations.

And that’s the paradox…you can’t afford to go without HR support, but you’re nervous to bring it in.

So what’s the solution?

…Outsourced ‘strategic level’ HR. Done properly.

This is where Origin People & Culture comes in.

Our consultancy exists to help businesses navigate this paradox with confidence. We provide strategic, senior-level HR support, without the commitment, cost, or risk of employing in-house.

• You get access to expertise when you need it most.
• You get trusted advice on everything from employment contracts to culture change.
• You get peace of mind that you’re managing people risk, not adding to it.

• Let us help you ensure your leaders and managers have the tools and essential HR knowledge they need to lead the workforce with confidence.

And just as importantly, you don’t take on the liabilities, costs or complexity of employment.

We’re here to help you stay compliant, build a brilliant workplace and lead with confidence, without stepping into the people paradox yourself.

Don’t let complexity hold you back.
Smart businesses aren’t avoiding HR—they’re outsourcing it.

Tel: 0845 838 2607 or Email: kay@originpeople.co.uk