What is the Difference Between Ad-hoc HR Support and a HR Retainer?

If you have ever found yourself Googling an employment law question at 10pm after a difficult conversation with an employee, you already understand the appeal of having expert HR support on call. The question most UK business owners then ask is: should I pay for help as and when I need it, or commit to a monthly HR arrangement?

Both models have real value. The right choice depends on your business size, how often HR issues arise, and how much risk you are comfortable carrying. This guide explains how the two models work, where they differ, and which tends to suit which type of business.

What is ad-hoc HR support?

Ad-hoc HR support, sometimes called pay-as-you-go HR, is a straightforward arrangement. You contact an HR consultant when a specific need arises, pay for the time spent on that task, and there is no ongoing commitment. At Centric HR, the pay-as-you-go rate is £140 per hour plus VAT.

Common uses for ad-hoc support include:

• Drafting or reviewing an employment contract
• Handling a one-off disciplinary or grievance situation
• Reviewing or updating a staff handbook
• Getting advice on a specific employment law question
• Managing a redundancy where you need short-term expert guidance

There is no retainer, no monthly fee, and no long-term relationship. You pay for what you use, when you use it.

What is an HR retainer?

An HR retainer is a monthly or annual arrangement where your business pays a fixed or bundle-based fee in exchange for ongoing access to an outsourced HR team. Think of it as an HR department on subscription. You are not hiring a member of staff; you are buying access to a team of qualified HR professionals who get to know your business and are available when you need them.

A well-structured retainer typically includes:

• Employment law advice on demand
• Drafting and updating employment contracts
• Staff handbook and HR policy creation and review
• Guidance on disciplinary and grievance procedures in line with ACAS Codes of Practice
• Support managing sickness absence
• Proactive employment law updates before changes take effect
• Access to a named consultant who already knows your business

Ad-hoc HR vs HR retainer: how do the two models compare?

When should you choose ad-hoc HR support?

Ad-hoc support is likely the right choice if:

• You have fewer than five employees and a stable team
• HR issues arise once or twice a year at most
• You only need a specific document drafted or a single policy reviewed
• You want expert help but cannot yet commit to a monthly fee
• You have a one-off situation, such as a redundancy or a contract dispute, that requires short-term specialist input

Centric HR offers pay-as-you-go support at £140 per hour plus VAT, with no contract required. It is a straightforward way to access CIPD-qualified HR expertise without any long-term obligation.

When should you choose an HR retainer?

A retainer arrangement tends to make more sense as your business grows. It is worth considering if:

• You have five or more employees
• You hire regularly or deal with disciplinaries, grievances, or absence management on a recurring basis
• UK employment law changes make you nervous and you want someone to flag them before they affect your business
• You have had an HR issue in the past year that cost you time, money, or management bandwidth
• You want the reassurance of an outsourced HR department on call, without the cost of employing one in-house

For context, an in-house HR manager in the UK typically costs between £30,000 and £50,000 per year in salary alone, before employer National Insurance, pension contributions, and recruitment costs. A retainer gives you access to a team of CIPD-qualified HR professionals for a fraction of that, with no employment obligations of your own.

The cost of getting it wrong

One argument for a retainer that often gets overlooked is the cost of getting HR wrong. Employment tribunal claims are expensive. Even a straightforward unfair dismissal claim can run to tens of thousands of pounds in management time, legal fees, and any award made, before you factor in the reputational impact.

Many of these situations arise from poorly handled disciplinary processes, inadequate employment contracts, or advice taken from someone not qualified to give it. A retained HR arrangement is, in part, insurance against those costs.

Centric HR retainer and package options

Centric HR offers three levels of support, designed to suit businesses at different stages of growth:

All packages include employment law updates so you are informed of changes that affect your business before they come into force. The Premium and Professional packages are 12-month arrangements that offer continuity of support and a reduced hourly rate compared to pay-as-you-go.

Centric HR also offers standalone HR document packs from £19.99, including an employment contract with key policies, for businesses that need foundational documents without committing to a full package.

Not sure which is right for you?

The decision often comes down to three questions:

• How many employees do you currently have?
• How often do you estimate needing HR advice per month?
• What are your current primary HR challenges: hiring, disputes, compliance, or something else?

If you are unsure, the best starting point is a free HR health check. Centric HR offers these at no cost to UK businesses. It gives you a clear picture of where your current HR arrangements stand and what level of support would genuinely benefit your business.

Get in touch with Centric HR

Tel: 03333 660 567

Email: enquiries@centrichr.co.uk

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Centric HR | Hawkesyard Estate, Hawkesyard Hall, Armitage Lane, Armitage, Staffordshire WS15 1PU