Insights from an HR consultant in Lowestoft to help you spot and stop risks early.
Most workplace challenges don’t end up in employment tribunals. But the ones that do? They often start as small issues that were missed or mishandled early on.
After years of supporting local employers, I’ve seen clear patterns in the kinds of problems that escalate and the simple changes that could have prevented them.
If you’re a business owner in Lowestoft, here are three red flags that need more attention than you might think.
1. Performance issues you keep putting off
We’ve all been there. A team member’s work isn’t up to scratch. You’ve had a few friendly chats, but nothing’s really changed. Meanwhile, deadlines slip, and the quality isn’t where it should be.
Here’s the problem:
Employment law doesn’t reward patience—it rewards process. Without documented conversations or clear improvement plans, it can look like you accepted poor performance. If formal action is needed later, you may struggle to prove you handled things fairly.
What to do instead:
- Keep simple notes of your concerns: date, discussion, expectations
- Set clear performance goals and timelines for improvement
- Schedule regular check-ins and follow up
- Don’t wait until things get worse—take early, structured action
This isn’t about being harsh. It’s about being fair and protecting your business if things don’t improve.
2. Casual complaints you’re not taking seriously
Maybe someone casually mentions that a colleague’s behaviour is making them uncomfortable. You speak to the person involved, they apologise, and you move on.
But if the issue continues—or a formal complaint follows—you’ll be asked: What did you do when you first heard about it?
Why this matters:
Quick chats and undocumented conversations may not demonstrate that you took the concern seriously. This is especially risky when it comes to discrimination, bullying, or harassment claims.
How to handle it better:
- Record every concern raised, even if it feels minor
- Have a proper conversation with the person involved, not just a passing word
- Document what was discussed and agreed
- Follow up with the person who raised the concern
Showing you took early concerns seriously creates a safer workplace and protects you legally.
3. Mishandling flexible working or family leave requests
Flexible working requests don’t always come with formal emails. Sometimes they’re mentioned casually—“I’d like to work school hours when I come back from maternity leave.”
Here’s the risk:
Even informal comments can trigger legal obligations. If you dismiss or mishandle them, you could face claims for discrimination or breach of rights—claims that are expensive and stressful to defend.
What to do instead:
- Take every flexible working or parental leave request seriously
- Know your current legal obligations—they’ve changed significantly in recent years
- Document the request and your response, even if informal
- Get advice if you’re unsure what’s reasonable to agree to
I see this mistake often in my work delivering HR consultancy services in Lowestoft—especially as businesses grow and face new workforce needs.
Need support handling a situation like this?
As an outsourced HR consultant in Lowestoft, I help business owners put the right processes in place before things go wrong. If something’s been nagging at you, or if you want to check your approach before taking action, let’s talk.
Sometimes, a simple conversation is all it takes to get clarity, confidence, and peace of mind.
