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How fractional HR can shelter companies from legal issues

Businesses of all sizes face a multitude of challenges when it comes to things like:


  • Compliance

  • Employment regulations

  • Liability risks


Failure to navigate these complexities effectively can result in expensive legal disputes and fines. Not to mention damage to your company’s reputation. 


Fractional HR services can be invaluable for staying ahead of problems like these. They offer a proactive approach to mitigating legal risks and safeguarding companies from costly lawsuits.


 


How do Fractional HR services protect companies?

Fractional HR services can protect companies by ensuring compliance with employment laws and regulations. Employment law is a quagmire of federal, state, and local statutes with  


  • Anti-discrimination policies

  • Wage regulations

  • FMLA

  • Safety

  • and more. 


Keeping current with constantly shifting legal requirements can be a time-intensive task for businesses, particularly for smaller companies or those without dedicated in-house HR expertise.


Fractional HR professionals bring specialized knowledge and experience to the table. By leveraging this expertise, businesses can proactively implement policies and procedures that align with current regulations, minimizing their exposure to non-compliance issues and legal repercussions. They are crucial in limiting risks associated with recruiting and managing employees. Employment-related lawsuits, such as those for wrongful termination or discrimination, can be financially devastating for companies and take a heavy toll on employee morale.


 

Fractional HR and policy development

Along with shielding businesses from legal problems, fractional HR services can develop and implement processes like robust hiring practices, write employee handbooks, and set up performance management systems. They will ensure that these processes are fair and compliant with relevant laws and regulations, which can significantly reduce the likelihood of legal disputes arising from employment-related issues.


Beyond necessary compliance and employment-related issues, fractional HR can also help companies address risks related to required policies like data privacy and security. With the increase in remote work and asynchronous processes, protecting sensitive employee data has become a top concern for businesses. Fractional HR experts can assist in developing and implementing data protection protocols to safeguard companies from potential breaches and legal liabilities.


Engaging a fractional HR service means companies can access valuable advice and support on crafting legally sound policies and contracts. Well-drafted policies and contracts can serve as a robust legal defense in the event of problems and will protect a company’s interests in disputes or legal battles. HR professionals can review and refine existing policies to ensure they are clear and aligned with applicable laws and regulations. 


 

Intangible benefits of fractional HR

While these are highly tangible benefits, fractional HR can also have an effect on some intangible areas of business. They can contribute to creating a positive and inclusive workplace culture that supports fair and equitable practices or may provide employee training and education. They can swiftly address problems and help to create an environment that values diversity and respect. Companies with a strong culture of compliance and integrity can not only reduce their legal exposure but also contribute to better employee satisfaction, productivity, and retention, saving money in the long term.


 

Choosing the right fractional HR service

The advantages of using fractional HR are too many to list, but it is essential for businesses to evaluate and select the right HR partner carefully. Companies should research and prioritize reputable firms or professionals with a proven track record and positive testimonials or reviews.


The fractional HR service should be able to demonstrate a deep understanding of relevant employment laws and industry regulations. They should also possess a comprehensive understanding of organizational needs. Using the objective perspective of fractional HR professionals, companies can proactively implement robust policies and practices with compliance and integrity and ultimately protect their business interests.




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