HR Advisor Interview Questions UK: 8 Real Questions and What Interviewers Want

Before your HR Advisor interview, it helps to see the questions from the interviewer's side. We have picked eight from our set of 25 and added the reason each one gets asked.

Eight HR Advisor interview questions, and what the interviewer is thinking

1. Walk me through how you would run a disciplinary process in line with the Acas Code of Practice.

Why they ask: Disciplinary casework is the core of an HR advisor's job, and a flawed process leads to tribunal losses.

2. What does a typical day as an HR advisor involve, and what do you enjoy about advisory work?

Why they ask: They want to see you understand the casework-led, manager-facing nature of the role.

3. What are the potentially fair reasons for dismissal, and how do you assess whether a dismissal is fair?

Why they ask: This is the foundation of employment law for an HR advisor, and they want to know you can apply it.

4. A manager wants to dismiss an employee with 18 months' service for poor attendance and asks you to 'just get it done'. What do you advise?

Why they ask: This tests whether you can resist manager pressure and give practical, lawful advice.

5. How would you manage a long-term sickness absence case, and what are the employer's legal duties?

Why they ask: Absence management is one of the most common and legally risky areas of HR casework.

6. How does the statutory flexible working request process work, and how would you advise a manager who wants to refuse one?

Why they ask: Flexible working requests are extremely common, and refusals must be handled correctly.

7. Tell me about a time a line manager disagreed with your advice. How did you handle it?

Why they ask: Advisors must influence without authority, and they want to see you stand firm politely.

8. What is the Equality Act 2010's duty to make reasonable adjustments, and how would you apply it?

Why they ask: Reasonable adjustments are a frequent source of tribunal claims against employers.

A sample answer to question 1

Walk me through how you would run a disciplinary process in line with the Acas Code of Practice.

I'd start with a proportionate investigation to establish the facts, ideally by someone not involved in the issue, gathering documents and witness statements. If there's a case to answer, the employee receives a written invitation to a disciplinary hearing, setting out the allegations, enclosing the evidence and telling them of their right to be accompanied by a colleague or trade union representative. They need reasonable notice, usually at least five working days. At the hearing, which should be chaired by someone impartial, the employee can respond, call witnesses and present evidence, and I'd attend to advise on process and take notes. The decision-maker considers everything and decides on a sanction proportionate to the misconduct, taking into account the policy, any mitigation and consistency with previous cases. The outcome is confirmed in writing with reasons and a right of appeal to a different, more senior person. Under the Acas Code, failure to follow this can lead to a tribunal increasing compensation by up to 25 per cent.

Common mistake to avoid: Pre-judging the outcome; Using the same person to investigate and decide

Want the rest?

Full model answers, key points and common mistakes for all 25 questions are on the HR Advisor interview questions page. The first five are free, no sign-up needed.