HR consultancy

Look locally, then, and ask around. There are certain to be one-person companies or small consultancies that will be happy to offer a second opinion either in return for a monthly retainer or on a case-by-case basis.

The advantage that businesses like Peninsula, XpertHR or HRInform have is a large knowledge pool, backed up by solid insurance policies and teams of employment law experts.

The disadvantage is that these structures incline them towards a risk averse position that focuses upon the legal implications of issues without considering the wider, strategic picture. I have, for example, frequently seen them give advice that is accurate and legally sound, but which nevertheless ignores the "human" component that is at the heart of our professional work. Whereas a local consultant is more likely to take the time to understand the priorities of your business and the extent to which it is prepared to tolerate risk, as well as being able to look more strategically at the impact of decisions upon the workforce as a whole.

The other disadvantage is that your first-line adviser at the big consulting services is rarely more qualified than the average HR Advisor - CIPD 5, with some operational and transactional experience. Great for small businesses with no organic HR, but largely worthless when you're already Chartered MCIPD and just need to bounce your thoughts off a peer. Small consultants are likely to have be operating at a senior level or have insight from a wide range of businesses that will give you the perspective you need.

Your local CIPD Group probably has half a dozen such people in it. And your other local business contacts - recruitment agents, suppliers, transport partners etc - might be able to recommend someone they've used in the past.