Your questions, answered honestly.

We provide ongoing HR and employment law guidance to employers for a fixed monthly fee. Our job isn't just to explain the rules. It's to apply them to your facts, your workforce and your risk, and guide you to clear, defensible decisions.

No. Lomond provides HR guidance from a UK-qualified employment lawyer and an experienced team. When a matter needs legal advice or representation, it's handled by a licensed US employment attorney under a separate engagement.

Traditional employment lawyers tend to work reactively and bill by the hour, and their advice can be technical and disconnected from commercial reality. We work as an extension of your business, with practical, commercially grounded guidance designed to stop problems escalating.

Many HR consultancies focus on process and compliance, and stop short of asking how a decision will look if it's challenged. We combine HR strategy with employment law expertise and advise with litigation risk in mind.

It's highly fact-specific, varies by state and is full of exceptions. Two situations that look alike can have very different outcomes. Online advice and anecdotes often oversimplify this. Our value is knowing how the rules are likely to apply to your circumstances.

Generic guidance rarely accounts for your workforce, your documentation, your history or your risk. What worked for another business may be high-risk for yours.

No. Most of our work is preventative. We're most effective when involved early, before an issue turns into a complaint, a contested discipline or a claim.

Spotting the patterns, behaviors and weak points that commonly lead to claims, and fixing them early. That includes decision-making, documentation, manager conduct and timing, not just compliance checklists.

Consistency and a paper trail: written policies applied the same way every time, managers who document conversations when they happen, and a clear process for investigations, warnings and terminations. We provide the templates, checklists and scripts to do it from day one.

Employers delay asking for help because they're worried about the bill, and that delay is where small issues grow. When the clock isn't running, you ask the question before it becomes a situation.

Day-to-day HR and employment law guidance, plus support through higher-risk situations like discipline, complaints, restructures and exits. Larger projects, such as a full investigation, are quoted as a fixed fee before we start. Legal representation isn't included.

We connect you with a licensed employment attorney and hand over the full history of the matter, so nothing is rebuilt from scratch. Representation is quoted separately.

Yes, always. Part of our value is telling you when a position is defensible in theory but unwise in practice.

Most questions are answered [the same business day]. Urgent issues are prioritized.

Both. We support growing businesses that need senior-level guidance without building an in-house function, and larger employers that want an outside partner alongside their HR team.

No, we complement it. Many clients have HR teams. We add the employment law perspective, an outside view and extra capacity when it's needed.

We're based in Scottsdale, Arizona and support employers across the US, with state-specific guidance for [states covered].

No. We focus on HR guidance, handbooks and training, and work alongside your payroll provider.

Yes. Our training covers employment law fundamentals, risk and compliance, inclusion and discrimination prevention, and employee wellbeing, as live workshops or on-demand e-learning. See training

Courses are built to meet the requirements of [states]. We confirm what applies to your business before you enroll.

Yes. Every handbook setup starts with a review of what you already have.

Not for teams under 50. Larger teams pay a one-time fee for a review of their current handbook, contracts and HR practices, so our guidance fits from day one.

Yes, with [30 days'] notice.