article / 20th Jul 2026
SECTION GUIDE
Recent research has revealed a worrying trend: HR professionals themselves are becoming increasingly difficult to retain. Research highlighted by HR Magazine found that 62% of HR professionals have considered leaving their role within the past year, raising concerns about burnout, workload and the growing pressures facing people teams.
For many organisations, HR has spent years helping everyone else navigate change.
From the pandemic and labour shortages to evolving employment legislation and employee wellbeing, HR teams have often carried the weight of organisational transformation. Now, many are reaching a breaking point, resulting in low HR Retention.
If your HR team is stretched, unsupported or constantly firefighting, the impact goes far beyond one employee leaving. It can affect recruitment, compliance, employee relations, engagement and ultimately business performance.
Every business depends on good people management.
When experienced HR professionals leave, organisations don’t just lose knowledge. They lose trusted advisors who understand the business, its culture and its people.
High HR turnover can lead to:
Ironically, those responsible for improving employee retention often need support themselves.
HR RETENTION
The role of HR has changed dramatically over the last few years.
Today, many HR professionals are expected to balance strategic initiatives with day-to-day operational demands while navigating constant legislative change.
In practice, that often means being pulled in multiple directions with little time to do any one thing well.
Common drivers include:
Many HR teams are operating with leaner resources while expectations continue to grow.
HR is expected to support recruitment, performance management, wellbeing, learning and development, employee relations, compliance, culture and organisational change, often with limited capacity.
When HR becomes a “catch-all” function, the workload quickly becomes unsustainable.
Employment law continues to evolve, meaning HR professionals must stay up to date with new regulations, consultations and best practice.
Keeping pace while managing day-to-day responsibilities can become overwhelming, particularly when HR is the only place in the business expected to interpret and apply changes.
HR professionals regularly support difficult conversations, workplace conflict, restructures, redundancies and employee wellbeing.
Providing emotional support to others can take a significant toll if there is little opportunity to debrief, recharge or access professional support.
Modern HR isn’t simply administrative. Business leaders increasingly expect HR to influence culture, workforce planning, productivity, engagement and organisational performance.
While this is a positive shift, it can also increase responsibility without always increasing resources, authority or decision-making influence.
In some organisations, HR is still viewed as “back-office” support rather than a strategic partner.
When HR isn’t included early in planning, or when progression pathways are unclear, talented HR professionals may look elsewhere.
HR Retention Support
You may be heading towards unwanted HR turnover if you’re seeing:
HR RETENTION
Retaining HR professionals requires the same thoughtful approach used for retaining the wider workforce, but with specific attention to the pressures unique to HR.
Ask: is the workload realistic for the size of the organisation and the complexity of its people issues?
If HR is constantly firefighting, additional support may be more cost-effective than replacing experienced staff.
Practical steps:
HR professionals value continuous learning, particularly as legislation and workplace expectations evolve.
Investing in professional development improves capability and engagement—and reduces the stress that comes from feeling underprepared.
Practical steps:
HR should be viewed as a strategic business partner rather than solely as an administrative function.
Including HR in business planning helps improve both outcomes and job satisfaction. It also reduces late-stage “damage control” scenarios where HR is asked to fix decisions after the fact.
Practical steps:
Effective HR systems, automation and streamlined processes can reduce administrative burden and allow HR professionals to focus on higher-value work.
Practical steps:
No internal HR team needs to manage everything alone. Working with an external HR consultancy can provide additional expertise during busy periods, support complex employee relations cases, assist with projects or act as an extension of the existing HR team.
This is especially helpful when:
Whether you have an in-house HR manager who needs additional support or no dedicated HR resource at all, outstanding doesn’t have to mean replacing your team.
At impact HR, we work alongside businesses as an extension of their organisation, providing practical HR advice, employment law guidance, project support and ongoing consultancy.
Your Questions Answered
Research highlighted by HR Magazine found that 62% of HR professionals have considered leaving their role within the past year, reflecting increasing pressures around workload, wellbeing and changing workplace expectations.
Common reasons include excessive workloads, limited resources, emotional fatigue, constant employment law changes, lack of career progression and insufficient leadership support.
Supporting HR retention requires more than simply increasing salaries. Businesses should ensure workloads are manageable, provide opportunities for professional development, invest in technology that reduces administration and involve HR in strategic decision-making. Access to external HR expertise during busy periods can also help reduce pressure and improve long-term retention.
Yes. Outsourced HR support can provide additional expertise during busy periods, manage complex employee relations matters, support organisational change and reduce pressure without replacing your existing HR team.
Losing experienced HR professionals can lead to recruitment delays, inconsistent employee support, compliance risks, reduced engagement and increased costs associated with hiring and training replacements.
Many HR professionals report increasing workloads alongside growing strategic responsibilities. Without adequate support and resources, prolonged pressure can contribute to stress, disengagement and burnout.
The right HR technology can automate repetitive administrative tasks such as onboarding, absence management, document storage and reporting. This allows HR professionals to spend more time supporting employees, advising managers and contributing to strategic business decisions.
Business leaders can support HR by involving them in strategic decision-making, ensuring workloads are realistic, investing in professional development and recognising the value HR brings to the organisation. Treating HR as a strategic partner, rather than solely an administrative function, can improve both job satisfaction and retention.
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CIPD - HR Retention Sage - HR Retention strategies Let’s talk
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