Employee Relations Advisor Interview Questions UK: 8 Real Questions and What Interviewers Want

Applying for a Employee Relations Advisor job in the UK? Here is what you are likely to be asked. These questions come from our Employee Relations Advisor question bank of 16 questions, written for UK employers at mid-level level.

You will see this job advertised as both Employee Relations Advisor and Employee Relations Adviser in the UK. The interview questions are the same.

Eight Employee Relations Advisor interview questions, and what the interviewer is thinking

1. What does a reasonable workplace investigation look like, and what should an investigation report contain?

Why they ask: Flawed investigations are the most common reason employers lose tribunal cases, so ER advisers must get this right.

2. What does a typical day as an Employee Relations Advisor involve, and what size of caseload would you expect to manage?

Why they ask: They want to check that you understand the pace and emotional demands of casework.

3. How would you handle a grievance where the complaint is against the employee's own line manager, and how would you manage the appeal?

Why they ask: They need to know you can protect impartiality when the manager is involved.

4. What is constructive dismissal, and how can ER advice reduce the risk of a claim?

Why they ask: ER advisers are expected to spot behaviours that could amount to a fundamental breach of contract.

5. When is suspension appropriate, and how do you make sure it is a neutral act?

Why they ask: Unnecessary suspension is a common source of grievances and claims.

6. Talk me through the tribunal process from early conciliation to a final hearing, and your role in it.

Why they ask: They want to see you understand what happens when casework fails and can support legal colleagues.

7. Tell me about a time a decision you advised on was challenged at appeal or in a tribunal claim. How did you respond?

Why they ask: They want to see how you behave under scrutiny and whether you learn from challenge.

8. You discover that a manager has suspended a team member this morning without speaking to HR. What do you do?

Why they ask: They want to see how you handle a manager acting outside the process while staying a trusted adviser.

A sample answer to question 1

What does a reasonable workplace investigation look like, and what should an investigation report contain?

A reasonable investigation is prompt, impartial and proportionate to the seriousness of the allegation. I'd start by appointing an investigator with no prior involvement and agreeing clear terms of reference. Then I'd gather the documentary evidence first, such as emails, CCTV, rosters and system logs, and interview the complainant, witnesses and finally the person accused, keeping signed or agreed notes. The investigator should explore evidence pointing towards innocence as well as guilt, which is a key part of the Burchell test. The report should set out the allegations, the process followed, a summary of each account, the evidence, findings of fact on the balance of probabilities, and whether there is a case to answer, but not recommend the sanction, as that is for the disciplinary manager. I'd always check the report for gaps and consistency before it goes forward, because the investigator and hearing manager must be different people wherever possible.

Common mistake to avoid: Letting the investigator decide the penalty; ignoring evidence that favours the employee

Want the rest?

Full model answers, key points and common mistakes for all 16 questions are on the Employee Relations Advisor interview questions page. The first five are free, no sign-up needed.