HR Basics for Small Business Non-HR Managers: Your Top Questions Answered

Stepping into HR Without Experience? You’re Not Alone.

If you’ve found yourself handling HR tasks in your business without any formal training, you’re in good company. Many small business owners, office managers, or team leads end up managing hiring, employee issues, and HR policies simply because there’s no dedicated HR person in place.

But let’s be honest—HR can feel like a minefield of legal requirements, policies, and awkward conversations. How do you handle a difficult employee? What’s the right process for letting someone go? Do you really need all those policies?

The good news? You don’t need to be an HR expert to get it right. You just need clear, straightforward guidance—which is exactly what this article provides.

We’ve compiled some of the most common HR questions non-HR managers ask, along with practical answers and links to useful resources. And if you want to build your confidence and get hands-on training, check out our HR for Non-HR Managers course—a practical, no-fluff training designed to help you manage HR effectively. Find out more here.

Now, let’s dive into your most pressing HR questions.

1. How Do I Handle a Difficult Employee Conversation?

Having to give tough feedback or address an issue with an employee can feel uncomfortable—but avoiding it usually makes things worse. Here’s how to approach it:

• Plan ahead – Be clear on what the issue is and what outcome you want.

• Choose the right setting – Keep it private and professional.

• Be direct but constructive – Focus on specific behaviours, not personal traits.

• Encourage their input – Ask for their perspective and discuss solutions together.

Further Reading: Handling Difficult Conversations with Employees

2. Do I Need to Give Someone a Written Warning Before I Can Dismiss Them?

Short answer: It depends. If they’ve been with you for less than two years, the rules are more flexible (though fair treatment is always best). If they’ve been employed for two years or more, you’ll need to follow a fair process, which usually includes a written warning before dismissal—unless it’s gross misconduct.

Further Reading: How to Let a Team Member go

3. What HR Policies Do We Actually Need?

Not every business needs a thick HR handbook, but some policies are non-negotiable.

Legally required:

• Disciplinary Policy

• Grievance Policy

• Health & Safety Policy (if you have 5+ employees)

• Holiday & Sickness Policy

Strongly recommended:

• Holiday & Sickness Policy

• Flexible & Remote Working Policy

• Parental Leave & Family-Friendly Policies

4. How Do I Run a Performance Review Without Making It Overly Formal?

If your business doesn’t have a structured review process, keep it simple:

• Ask them to reflect first – What’s gone well? What could improve?

• Use their job description as a guide – If one exists, use it as a reference point.

• Give feedback using real examples – Focus on both strengths and areas for improvement.

• Agree on next steps – Set clear, achievable goals for the next review period.

Further Reading: How to Run a Performance Review (When You Didn’t Set Goals)

5. What’s the Right Way to Make Someone Redundant?

Redundancy is about the role, not the person, so you need to follow the correct process:

• Make sure the role is genuinely redundant – Can’t just be a way to remove someone.

• Consult with the employee – Even small businesses need to hold discussions.

• Follow the correct notice and pay requirements – Check redundancy entitlements.

• Handle it with sensitivity – Provide support where possible.

Further Reading: How to Make Redundancies and Keep Them Fair

6. How Do I Improve Team Morale Without Spending a Fortune?

Boosting morale doesn’t have to mean pay rises and perks—small changes can have a big impact.

• Recognise great work – A simple “thank you” goes a long way.

• Encourage flexibility – If you can, offer flexible hours or hybrid working.

• Prioritise communication – Regular check-ins can help catch small issues before they grow.

• Invest in training – Employees want to grow—giving them learning opportunities keeps them engaged.

Further Reading: Unpacking Benefits, Building a Better Workplace One Perk at a Time

7. Do We Need a Contract for Every Employee?

Yes. Every employee must receive a written contract (or a ‘written statement of employment particulars’) on or before their first day of work. It doesn’t need to be complicated, but it should include:

• Job title & start date

• Salary & payment details

• Working hours & holiday entitlement

• Notice periods & key policies

Further Reading: If you arent currently covering this obligation, take a look at our HR Kit, Done for You

Feeling Overwhelmed? We’ve Got You.

HR isn’t just about ticking boxes—it’s about creating a great place to work while protecting your business from unnecessary risk. But if you’re handling HR on top of everything else, it’s easy to feel like you’re just making it up as you go along.

That’s why we created our HR for Non-HR Managers course—a practical, no-fluff training designed for small business owners, office managers, and anyone responsible for HR without formal experience.

• Employment law essentials – Know what’s legally required (and what’s not).

• Performance & people management – Get confident in handling difficult conversations.

• HR Process best practices – Understand how HR rules and your business needs determine your HR processes..and take away processes that you can implement right away.

• HR policies made simple – Learn about the key policies your business needs

This 2-day, in-person course gives you the tools, confidence, and support to manage HR effectively—without the stress.

📅 Next Course Date: Find Out More & Sign Up

🚀 Invest in yourself and make HR easier—join us!