Why HR Professionals Often Have Strong Employment Law Claims

Human Resources professionals are charged with ensuring fairness, enforcing policies, and maintaining legal compliance within the workplace. Ironically, when HR staff lose their own jobs, their complaints are often particularly strong. At our employment law firm, we regularly see HR professionals bring credible, well-founded cases because they intimately understand workplace law, internal policies, and where employers commonly make mistakes.

HR professionals are deeply familiar with company policies, having drafted, updated, and enforced them. They know exactly what procedures should be followed and can readily spot failures, inconsistencies, breaches of contract, or deviations from grievance processes. This knowledge often strengthens claims for unfair dismissal, breach of contract, or constructive dismissal. Beyond policies, HR staff work closely with employment law daily. They understand protected characteristics, whistleblowing rights, and unfair dismissal protections, allowing them to identify unlawful conduct, preserve critical evidence, and recognize discrimination or victimization skills that can make a significant difference in tribunal or court proceedings.

Many HR professionals are also responsible for safeguarding pregnant employees and new mothers. When they themselves are affected or are supporting others, they are acutely aware of when legal boundaries are crossed, often leading to strong claims involving pregnancy discrimination, automatic unfair dismissal, or victimization. Similarly, HR staff may face retaliation not due to performance but because they challenged unlawful decisions, refused to implement discriminatory practices, or advised senior management on legal risks. In these situations, claims for whistleblowing detriment, victimization, or constructive dismissal are common, and HR professionals can clearly demonstrate the link between their actions and adverse treatment.

HR professionals’ training in record-keeping and procedure documentation often means they possess strong evidence, including contemporaneous notes, emails, timelines, and knowledge of comparator cases. Their credibility as witnesses is usually high, as they can clearly explain where legal or procedural failures occurred. Despite assumptions that HR staff “should know better” or will not challenge unfair treatment, the law protects them like any other employee. In fact, their professional background often strengthens their claim. For HR professionals facing dismissal, redundancy, or discrimination, specialist employment law advice is essential.

Our team understands the unique position of HR staff and can help build strategic cases that reflect their knowledge, experience, and credibility. Over the years we have represented a number of HR professionals in their wrongful termination claims. We enjoy the strong synergy with these kinds of clients in terms of overall legal knowledge and experience along with the manner in which a particular employer operated deficiently.