At Legacy Strategies, we understand that managing your workforce and ensuring compliance with ever-evolving HR policies can feel like navigating a maze. With so much information floating around, it’s easy to become confused or even misled by common HR myths. As an HR consultancy based in the UK, we’ve worked with a variety of businesses, helping them streamline their HR processes and creating positive, productive workplaces. And one of the most important things we’ve learned along the way is that separating fact from fiction in the world of HR can make a world of difference.

In this blog post, we’re going to bust some of the most common HR myths we hear, so you can make more informed decisions for your business.

Myth 1: “HR is Just About Hiring and Firing”

One of the biggest misconceptions about HR is that its role is limited to recruitment and termination of employment. While it’s true that hiring the right talent and managing separations are important aspects of HR, the function extends far beyond this. In fact, modern HR encompasses a range of responsibilities that include employee engagement, talent development, performance management, conflict resolution, and legal compliance.

For a business to thrive, HR should be seen as a strategic partner, guiding company culture, helping to shape leadership, and fostering an environment where employees feel valued, supported, and motivated.

The Fact: HR is not just about hiring and firing; it’s about supporting employees at every stage of their journey and ensuring the overall health of your business.

Myth 2: “You Can Fire Someone for No Reason During Their Probation Period”

Ah, the probation period. Many employers assume that this time gives them the liberty to dismiss an employee without cause. While it’s true that probation periods provide more flexibility in managing new hires, it doesn’t mean you can dismiss someone without considering proper procedures.

In the UK, employees are still entitled to their statutory rights during probation, including the right to be treated fairly and with respect. Dismissing someone without a valid reason, even during probation, could still result in claims of unfair dismissal, particularly if the process isn't handled correctly.

The Fact: Probation periods offer flexibility, but they don’t allow for arbitrary dismissals. Employers must follow a fair process to ensure any decisions made are compliant with employment law.

Myth 3: “If an Employee Works More Than 40 Hours a Week, They’re Entitled to Overtime Pay”

Overtime pay is often misunderstood. In the UK, there is no universal law requiring employers to pay extra wages for employees who work beyond their standard hours. The key here is the employee's contract. If overtime is part of the agreement or is explicitly stated in the contract, then employees can expect to be paid for it. However, many employees are salaried, and their pay is not dependent on the number of hours worked.

The Fact: Overtime pay isn’t automatic in the UK. It’s essential to have clear agreements about overtime in employee contracts to avoid confusion or disputes.

Myth 4: “All HR Processes Should Be Standardised Across the Business”

A one-size-fits-all approach sounds tempting, but in reality, businesses often need a more tailored HR strategy. What works for one department or role may not necessarily work for another. HR policies should be flexible enough to accommodate the different needs of various teams, especially as businesses grow and evolve. For example, the needs of a sales team may differ significantly from those of a customer service team.

Having adaptable HR policies ensures that your team members feel their individual needs are being met, while still staying aligned with company goals.

The Fact: HR processes should be tailored to the specific needs of different departments, roles, and individuals to create an environment that promotes fairness and performance.

Myth 5: “It’s Too Expensive to Outsource HR Functions”

Many small and medium-sized businesses worry that outsourcing HR will be too expensive, but this is often far from the case. In fact, outsourcing HR functions can actually be more cost-effective than hiring a full-time HR professional, especially for businesses that need support on a flexible basis.

Outsourcing gives you access to expert advice, efficient HR solutions, and the ability to scale your HR support as needed. It also reduces the administrative burden on your internal teams, allowing them to focus on their core responsibilities.

The Fact: Outsourcing HR can be more affordable and efficient for businesses than maintaining an in-house HR department, particularly for small and medium enterprises.

Myth 6: “HR is Just About Legal Compliance”

While legal compliance is undoubtedly an important part of HR, focusing solely on the legal side can lead to missed opportunities to improve employee satisfaction and business performance. HR is also about creating a positive workplace culture, supporting professional development, fostering communication, and boosting employee morale.

When HR is solely seen as a function for compliance, it can become reactive, rather than proactive. The best HR practices focus on creating an environment where people thrive – one that boosts employee engagement, enhances productivity, and contributes to long-term success.

The Fact: HR is not just about compliance; it’s about creating a healthy, productive environment where employees are empowered to do their best work.

Conclusion

In a world where HR myths are rampant, it’s crucial for business owners and managers to take a step back and ask: What’s the truth? At Legacy Strategies, we believe in breaking down the barriers of misinformation and ensuring that HR practices are not only legally compliant but also aligned with your business goals.

Understanding the facts can help you build a better workplace culture, attract top talent, and avoid costly mistakes. If you’d like more advice on how to optimise your HR processes or need help navigating the complexities of employment law, get in touch with us today. We're here to guide you every step of the way.

Building a Strong HR Foundation for Your Business

Now that we've dispelled some common HR myths, let’s look at how you can create a strong HR foundation to support your business and employees. A solid HR strategy goes beyond compliance—it’s about fostering an environment where your people can truly thrive.

Start by clearly defining your company values and ensuring they are communicated throughout your organisation. This clarity sets the tone for how your employees engage with each other and with leadership. Equally important is investing in employee development through training and career growth opportunities, as this helps retain top talent and ensures long-term business success.

It’s also crucial to streamline your recruitment and onboarding processes, ensuring that new hires are well-integrated from day one. Alongside this, prioritising employee wellbeing, both mental and physical, will create a positive, engaged workforce. Lastly, remember that HR isn’t a static function—regularly reviewing your policies and practices ensures that your business stays aligned with evolving legal requirements and employee needs.

By focusing on these key areas, you can build an HR foundation that not only supports compliance but also fosters a positive, high-performing work culture.

About Legacy Strategies

Legacy Strategies is a UK-based HR consultancy dedicated to helping businesses optimise their workforce strategies. With years of experience in HR management, employee relations, and business consultancy, we provide businesses with practical, effective solutions tailored to their specific needs. Whether you're a small business or a large enterprise, our team is here to support your HR journey.

Contact us today to discuss how we can support your business.

📞 01702 540145

📧 info@legacystrategiesltd.co.uk