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Great debate on this issue and that is to be welcome. David Crawford's comments often provoke a reaction and keep us all entertained. David I usually read your comments and think you are wrong but its great to see debate provoked.

For the all the comments I think the key remains this: a law firm took legal advice from a HR consultant!

To compound this basic error as Tim pointed out in his and his firms defence that the consultant is a member of the relevant institute (by which he means CIPD).

CIPD and those that practice HR (including many great professionals such as my wife) are trained in people management issues i.e. managing people not the law. I spend my days advising such professionals on the legal aspects of employment. So for a law firm to seek legal advice from one is suprising.

HR professionals should not be guiding on the law, or drafting contracts or undertaking legal functions. Equally most employment solicitors should not be guiding on team leadership or motivating employees. The skills, knowledge and functions are distinct.

If law firms think it ok to hire HR Consultants for legal advice then I do think the world has gone mad.

Tim - I respect you hugely for logging on and explaining your reasoning. Hopefully other firms can learn the lessons of your unfortunate experience and select the right professional for the situation. Good luck for the future as most would not be brave enough to set out their position after such an experience.