PEOPLE RISK PROFILE
Know exactly where your HR stands, and what to fix first.
The People Risk Profile: an HR health check for small businesses without in-house HR
A structured audit of the four places people risk hides in a growing business. You get a written profile, your top three fixes and a debrief call to walk through them. Fixed fee, and the full £395 comes off your next step if you go further within 60 days.
£395 + VAT
Fixed fee · credited on conversion · no obligation to go further
You know things aren't quite right. You just don't know how exposed you are.
"I know something needs sorting. I'm just not sure where to start."
Maybe you are about to take on your first employee and want to start on solid ground. Maybe you have grown quickly, and HR has not kept up, which is normal when hiring moves faster than process ever can. Or maybe a situation is brewing right now, a grievance, a performance issue or a long absence, and you are not sure your paperwork would hold if it came to it.
You are running the business and carrying HR on the side. Most owners in that position have no idea how exposed they are, in either direction. Some are in better shape than they think.
The People Risk Profile gives you a clear, honest picture of where you are. No judgement about how you got here, no pressure to buy anything else. Just a plain-English report scored across four layers, from the basics that hold everything up to the unwritten promises your team believes they were given. Then a priority list that tells you what to fix first, while the problems are still small.
Built for businesses like yours
Owner-managed, 1 to 50 employees, no in-house HR. If any of these sound familiar, this was built for you.
✓
You're hiring your first employee and want the contract, onboarding and legal basics right from day one.
✓
You're dealing with a difficult situation, conduct, performance, sickness or a grievance, and want to know your position before acting.
✓
You've grown past a handful of people and the informal approach that got you here is starting to creak.
✓
Your contracts and handbook haven't been looked at in years, and the law has moved since.
What you get for £395 + VAT:
A structured audit, scored across four layers of people risk. Tap or hover each one for the research behind it.
Foundations
The basics that hold everything else up. For example: contracts issued on time, right-to-work checks done properly and your exposure under the Employment Rights Act 2025.
Sustainable Work
Whether workload is sustainable before it shows up as absence or turnover. For example: absence patterns and the balance between demand and support.
Fair Process
How decisions about consequences and reward actually get made. For example: disciplinary and grievance handling and how performance gets managed.
The Deal
What was promised against what was actually delivered. For example: onboarding and whether your handbook matches how the business actually runs.
Written profile scored across all four layers, with a clear read on where the risk sits
Priority action list: the three things to fix first
30-minute debrief call to walk through the report and your options
The research behind the profile
You may have used DISC, Insights or something similar with your team. Used well, those tools do a real job. They give people a shared language for how they work, and if a profile got your managers talking honestly about how they communicate, it earned its place.
They were built for a different question, though. A personality profile tells you how your people prefer to operate. It was never designed to tell you whether your contracts would hold, whether a dismissal would survive a tribunal or whether a workload is wearing someone down.
The People Risk Profile measures four things: whether decisions get made fairly, whether workload is sustainable, whether what people were promised matches what they got and whether the basics are in place.
Each layer draws on decades of peer-reviewed workplace research. Rigour is one of the values What If HR is built on, and this is what it looks like in practice: if a question can't be traced back to published evidence, it doesn't go in.
This is still not a validated psychometric instrument, and we would rather say so than imply otherwise. Validation takes years, a research team and sample sizes most consultancies never see. What you get is a structured diagnostic built on peer-reviewed research and scored by a professional who has read your documents, not a score generated by a quiz.
Foundations
Fair Process
Sustainable Work
The Deal
What this doesn't cover:
Document rebuilds or implementation
Ongoing HR advice after the debrief
Retainer support
The Health Check is the starting point, not the end point. Most clients go on to an HR Foundations Build or HR Backbone Programme within 30 to 60 days, and the £395 is credited in full against either.
£395 now, credited in full if you go further.
If you go ahead with an HR Foundations Build or HR Backbone Programme within 60 days of your People Risk Profile, the full £395 is credited.
You effectively get the audit as part of the next step, and you go into that project knowing exactly what needs doing and why. No guesswork, no scope creep, no starting from scratch.
People Risk Profile
Two-hour audit, £395
Report & priorities
Traffic-light, top three
£395 credited
Foundations / Backbone
The fix, £395 off
A clear picture, three priorities and no more guessing.
By the end of the debrief call, you know where your HR stands, what the gaps are, and what to do first.
Whether you act on the report yourself or go further with What If HR, you leave the conversation knowing, instead of worrying.
How does £395 compare?
Some Surrey-based HR consultants charge around £750 for a comparable HR health check, waived only if you sign a retained contract on the spot.
At £395, credited in full against your next step and with no obligation to proceed, this is the lowest-risk way to find out where you stand.
What is the People Risk Profile checking for right now?
One example under Foundations is your exposure under the Employment Rights Act 2025. The unfair dismissal qualifying period is moving from two years to six months, not to a day-one right as first proposed, and that change is expected from 1 January 2027 alongside the removal of the compensation cap. Day-one rights to paternity leave and unpaid parental leave are already in force from 6 April 2026.
If your contracts, policies or processes have not been reviewed since 2024, there is a fair chance they are already out of date. The People Risk Profile tells you where you stand and what to do about it.
Common questions
Where the People Risk Profile leads
No obligation to go further. If you do, within 60 days, your £395 comes off the price.
MOST COMMON NEXT STEP
HR Foundations Build
Contracts rebuilt, a lean handbook and your core processes documented in four weeks.
THE FULL FIX
HR Backbone Programme
From no HR infrastructure to HR that runs, in 90 days. Built, embedded, working.
ONGOING SUPPORT
Retained HR Partner
A named partner on hand month to month, once your foundations are sorted.