Frequently Asked Questions
About HR Consulting
General HR Services
​1. Why does my small business need HR support?
Every employer has human resources responsibilities. Clear policies, proper documentation, and consistent processes mitigate risk, prevent legal liabilities, and help you make confident decisions.
2. Should I hire an internal HR department or outsource?
Most small and medium-sized businesses do not need a full-time human resources department. Outsourcing provides expert guidance, policy development, and ongoing advisory support without the overhead of an internal employee.
3. How much does an HR consultant cost in Atlantic Canada?
Pricing depends on the scope of work and is structured as flat-fee projects or monthly retainers. Gray HR Solutions provides ongoing support packages, typically for under $500 per month.
4. What core HR policies and agreements do I need?
​At minimum, businesses need clear workplace expectations, complaint resolution procedures, and basic policies. Written employment agreements are also essential to establish clear terms and reduce termination risks.
HR Consulting
5. How do I manage an underperforming or difficult employee?
We help you evaluate the situation, prepare for difficult conversations, and implement clear accountability frameworks and progressive discipline processes backed by proper documentation.
6. How should I handle employee absenteeism and accommodation requests?
Because attendance and medical accommodations involve statutory and human rights obligations, consistent procedures are vital. We guide you through evaluating reasonable options and creating a complaint attendance management system.
7. What steps should I take before terminating an employee?
​Review the employee's history, documentation, and contract terms to assess HR risks. We help structure compliant exit meetings and identify when formal legal review is necessary.
8. Are termination payouts based solely on employment standards?
​No. Employment standards reflect only statutory minimums; employees may also be entitled to common-law reasonable notice unless a valid contract states otherwise. If you don’t have employment contracts in place we can work with you to create templates.
9. How do I handle a workplace harassment or misconduct complaint?
Act immediately to meet health, safety, and human rights requirements. We help determine if a formal inquiry is needed, supply investigation toolkits, or conduct independent third-party investigations.
10. How does ongoing HR advisory support work?
Our human resources retainer models give you on-call access to an experienced advisor for day-to-day questions, document reviews, manager coaching, and urgent issue management.
Disclaimer
​The information provided on this page is for general educational and informational purposes only and does not constitute legal, tax, or professional HR advice. Employment laws and regulations vary by jurisdiction. For guidance on specific workplace issues, please consult with an HR professional or qualified employment lawyer.