By Sarah Hamilton-Gill FCIPD

While wellbeing has become a mainstream conversation in the workplace, the wellbeing of HR professionals themselves is still largely overlooked.

In my latest podcast episode, I explore the rising crisis of burnout in HR – especially among those who’ve left corporate life to run their own businesses. The data is clear: burnout is not just common, it’s become dangerously normalised.

Entrepreneurs at Breaking Point
Running a business brings freedom but also intense pressure. Recent stats show:

• 42% of US small-business owners have experienced burnout
  
  

• 37% of UK founders say work has harmed their health
  
  

• Nearly 50% of Canadian entrepreneurs face ongoing mental health issues
  
  

We often swap corporate stress for entrepreneurial stress – and it’s taking a toll.

HR Professionals: Supporting Everyone but Themselves

According to the HR Wellbeing Survey 2024:

• 74% have experienced burnout at least once
  
  

• Over 60% report multiple episodes
  
  

• 91% feel lonely in their role
  
  

• Half are considering leaving within a year
  
  

• A third have taken stress-related sick leave
  
  

• Over half have had no recent performance feedback
  
  

These figures reflect a sector in crisis, and for HR consultants juggling both people and business demands, the impact can be even more intense.

What’s Driving the Burnout?

The causes are layered: unrealistic expectations, emotional labour without support, lack of visibility or boundaries, and little opportunity for feedback or reflection. Many feel constantly "on" and professionally isolated.

How We Start to Recover
Burnout is not a badge of honour. It’s a red flag. Here's what can help:

• Setting and maintaining boundaries
  
  

• Seeking support through coaching or peer networks
  
  

• Creating time for personal reflection
  
  

• Saying no when necessary
  
  

• Joining communities designed to support HR professionals – like the HR Consultancy Academy
  
  

This episode is an invitation to start taking our own well being seriously. The calm exterior so often expected of HR masks a growing internal crisis – and it’s time we addressed it.

Listen to the full podcast for the full conversation and practical ways forward.

#LeapIntoHRConsulting #TheHRConsultancyAcademy #HRBurnout #MentalHealthInHR #EntrepreneurWellbeing #WellbeingAtWork #BoundariesInBusiness

Example: The Financial Impact of a 10% Discount

Scenario: HR Consultant Charging £950 Per Day

Let’s assume an HR consultant works three days a week (12 days per month) at a standard rate of £950 per day.

• Current Monthly Revenue = 12 days × £950 = £11,400
• With a 10% Discount (£855 per day) = 12 days × £855 = £10,260
• Revenue Loss Per Month = £1,140
• Revenue Loss Per Year = £13,680

🔻 That’s a loss of over £13K per year – the equivalent of nearly 15 days of unpaid work!

Now, let’s see how much extra work is needed to compensate for the discount:

• At £855 per day, to maintain £11,400 revenue, you’d need to work
  13.3 days per month instead of 12 – essentially working an extra 16 days per year for free.

This shows that even a small discount can force you to work harder for the same income.

🔄 What to Do Instead of Discounting?

1. Offer Added Value Instead of Cutting Prices

• Include an extra 30-minute strategy session for retainers.
• Provide a customised HR audit as part of the onboarding process.
• Give access to exclusive templates or compliance toolkits.

2. Tier Your Retainer Packages Instead of Discounting

• Basic Retainer (£X per month) – Core HR support
• Premium Retainer (£Y per month) – Includes extra advisory time
• VIP Retainer (£Z per month) – Includes strategy consulting & leadership support

3. Offer a Paid Strategy Session First

• Instead of discounting, offer a one-off paid strategy session (£500-£750) to help clients understand the value of ongoing support.

4. Incentivise Upfront Payments

• If cash flow is a concern, offer a small incentive (not a discount) for clients who pay upfront for 6-12 months.

5. Highlight the Business Impact, Not the Cost

• Shift the conversation from price to ROI:
  • “What’s the cost of a tribunal vs. having proactive HR support?”
  • “How much is turnover costing you compared to retaining top talent?”
  • “What’s the risk of compliance issues without a structured HR strategy?”

 Final Thought: Value-Based Pricing Wins

🔹 Instead of focusing on cost, position yourself as a strategic partner whose services save businesses money, reduce risk, and improve profitability.
🔹 Discounting erodes your brand, your revenue, and your time—charging based on impact keeps your business sustainable.

The results from our recent HR Consulting Success Secrets Scorecard quiz have shed light on some interesting insights when it comes to the Business Development and Operations category. With 31% of respondents scoring low, 34% scoring medium, and 35% scoring high, we can see that there is a wide range of comfort levels and strategies in place for this aspect of running a consulting business.

It's clear that a significant portion of individuals may struggle with selling their services and negotiating contracts, which are crucial skills for success in the consulting industry. Without a solid strategy for attracting and retaining clients, consultants may find it challenging to sustain and grow their business. Additionally, having a strong professional network can be instrumental in finding initial consulting opportunities and expanding one's reach in the industry.

Managing the operational aspects of a consulting business, such as accounting, scheduling, and client communications, is also vital for efficiency and professionalism. Having a well-thought-out plan in place can help consultants navigate the day-to-day tasks that are essential for running a successful operation.

For those who scored low in this category, it may be beneficial to focus on building skills in sales and negotiation, developing a solid client retention strategy, and expanding their professional network. Seeking mentorship or training in these areas could prove to be invaluable for their business growth.

On the other hand, those who scored high may already have a strong foundation in these areas and could potentially explore new ways to further enhance their business development and operational strategies.

If you haven't taken the HR Consulting Success Secrets Scorecard quiz yet, we encourage you to do so. It can provide valuable insights into your strengths and areas for improvement in various aspects of your consulting business. Take the quiz today and start on the path towards even greater success in HR consulting!

HR Consulting Success Secrets Scorecard

Happy New Year !