Do I need HR support? Quick risk checker

Tick every statement that applies

• I am considering dismissal, suspension, a warning, withholding pay or a major contractual change.
• The employee has mentioned discrimination, harassment, bullying, victimisation or whistleblowing.
• Health, disability, neurodiversity, pregnancy, family leave or caring responsibilities may be relevant.
• There is a safety, safeguarding, criminal, fraud or serious data concern.
• The employee has raised a grievance, requested representation or challenged the fairness of the process.
• The facts are disputed, evidence may disappear, or important witnesses have not been spoken to.
• Similar cases have been handled differently, or a senior leader wants a particular outcome.
• I am personally involved, emotionally invested or may not appear impartial.
• A deadline, appeal right, consultation duty or statutory process may apply.
• The decision would be difficult to explain in writing to the employee or an independent reviewer.

Read your result

• Any red-flag issue: Pause before acting and obtain HR or specialist advice promptly.
• Two or more other ticks: Get HR input before deciding the route or communicating an outcome.
• One tick: Check the policy, record your reasoning and consider a quick HR sense-check.
• No ticks: You may be able to manage locally, but keep a factual note and ask for help if the position changes.

Prepare a useful HR handover