So, you’re thinking about going independent as an HR consultant.

Exciting, isn’t it? The thought of calling the shots, choosing your clients, and working the way you want. No corporate politics. No endless sign-off chains. Just you, your expertise, and the freedom to build something of your own.

And yet… if you’re honest, it’s also a bit terrifying.

What if no one hires you? What if you undercharge? What if you end up sitting at your kitchen table, wondering whether you’ve made a huge mistake?

Sounds familiar? You’re not alone. Every single independent HR consultant has had those sleepless nights of “what ifs” before making the leap.

The difference between those who stall and those who thrive isn’t luck — it’s having the right foundations and the right mindset from day one.

You need both. The foundations give you credibility and structure. The mindset gives you resilience, confidence, and the ability to back yourself when doubt creeps in. Together, they’re what turn the idea of independence into a sustainable business.

 

Challenges of Going Independent as an HR Consultant

Let’s be clear: leaving a steady job to go solo is a big shift.

In corporate life, you’ve got teams around you: finance handles the invoices, IT sorts your laptop, and there’s always a colleague to bounce ideas off.

When you step out on your own? You’re suddenly HR, finance, IT, marketing and admin — all rolled into one. And that can feel overwhelming.

Typical questions that swirl at this stage:

• Will there even be enough demand for my services?
• How on earth do I decide my prices?
• What do I need legally and financially before I start?
• How do I prove to a client I’m credible when I’ve just gone indie?

Take a breath. You don’t need every answer on day one. But you do need a solid base to build from.

 

A Day in Pre-Launch Mode

Picture this. It’s 9pm. Your laptop’s open, you’re scrolling through LinkedIn, wondering if you should update your profile yet. In another tab, you’ve Googled “insurance for HR consultants” for the fifth time. A notebook beside you is full of scribbled service ideas: contracts and policies, training sessions, HR audits.

You’re buzzing with ideas, but also second-guessing everything.

If that’s where you are right now, you’re not failing — you’re right on track. This is what the pre-launch stage looks like. Messy. Exciting. A bit scary. But normal.

 

Credibility: The First Thing to Nail

Here’s something many people don’t realise: your very first business asset isn’t your website, or your logo, or even your service list.

It’s your credibility.

SMEs want to know they’re working with someone they can trust,  with their people, their compliance, and their data. If you can show them you’re professional from the outset, you’ve already set yourself apart.

That means:

• Clear contracts and terms of engagement.
• GDPR-compliant processes.
• A way to manage projects and client documents securely.
• Evidence of ongoing development and high professional standards.

You don’t have to wait years to “earn” credibility. You can build it in from the start. That’s why HRi Accreditation exists — to give you a ready-made framework and the HRi Certified mark that says, “yes, I meet the standards you need.”

 

Five Things to Get Sorted Before You Leap

If you’re standing on the edge, here are the essentials:

• Your offer. Be clear on what problems you solve — compliance, culture, or both.
• Pricing. Research market rates and set fees that reflect your value. Avoid undercutting just to get work — it only leads to burnout. The Big HR Independents Fee Report is a great resource for understanding what consultants across the UK are charging and where you should position yourself.
• Tools. Email, secure storage, invoicing, and something to manage clients.
• Insurance and legal basics. Professional indemnity cover is non-negotiable.
• Support. Don’t do it alone. Find peers, mentors, or join a network like HRi.

 

Mindset Matters as Much as Foundations

Getting your contracts, insurance and systems in place is essential, but so is the way you think about going independent as an HR consultant.

Mindset often makes the difference between giving up too soon and building something sustainable. Here are a few to keep front of mind:

• Resilience. There will be slow weeks and knock-backs. The key is to keep going, not take it as a sign you’ve failed.
• Self-belief. You bring years of experience to the table. Don’t undervalue yourself or let imposter syndrome call the shots.
• Consistency. Marketing, networking, and CPD only work if you stick with them. Small, regular steps add up.
• Openness. You don’t need to know everything on day one, but being willing to learn, adapt and ask for help will take you far.

With the right mindset alongside solid foundations, you’re setting yourself up not just to survive, but to thrive as an indie consultant.

 

Mistakes Most New Indies Make

Let’s save you some headaches. Here are the traps to avoid in your first six months:

• Charging too little and over-delivering to “prove yourself.”
• Doing everything manually instead of using simple systems.
• Neglecting marketing because you’re “too busy” or only relying on referrals. They’re helpful, but your pipeline could become dry!
• Forgetting about your own CPD while focusing only on clients.

We’ve pulled together more on aligning your services to SME needs in What Outsourced HR Actually Does — worth a read if you’re shaping your offer.

 

The Kitchen-Table Panic (and How to Avoid It)

The first time the doubt creeps in, it’ll probably be here: sitting at your kitchen table, laptop open, wondering if you’ve made a mistake.

Here’s the truth: most indies start small. One client. One project. One step at a time.

What keeps you moving isn’t luck, it’s having:

• People you can lean on for advice.
• Practical resources that save you reinventing the wheel.
• A plan for how to get your name out there consistently — not just when work is quiet, and not just through referrals. Word of mouth is great, but marketing little and often is what keeps the pipeline alive.

That’s where community makes all the difference.

 

Going Independent as an HR Consultant Doesn’t Mean Going It Alone

HRi was built for moments like this,  when talented HR professionals are ready to go independent but don’t want to do it alone.

We set the standards that help indies start with confidence, but more than that, we provide the support, tools and community to make the journey feel less daunting.

When you join HRi, you’re not just building credibility through Accreditation; you’re connecting with other consultants who’ve faced the same first steps and can share their experience. Alongside that, you’ll find resources and templates that take some of the weight off your shoulders, so you can focus on doing the work you love.

 

Your Next Step

If you’re thinking about going independent as an HR consultant, you don’t have to do it all on your own.

Start with the basics: build solid foundations, nurture the right mindset, and keep showing up — even when it feels slow. And remember, every indie consultant started with that very first client.

HRi is here to make the journey less lonely, more structured, and a lot more sustainable. Through our standards, resources and community, we’ll help you feel confident about taking the leap.

Find out more about HRi Accreditation and becoming HRi Certified.^®

Author: Mary Asante | HRi