Are you spending more time than expected handling people problems, compliance issues or confusing employment law updates?
If you’re running a small business or charity in the UK, chances are HR is taking up more energy than you’d like – and the idea of getting it wrong feels risky.
Wondering whether Peninsula or DOHR is the right HR partner to take that pressure off your shoulders?
Choosing the right external HR support is a big decision. You need more than a helpline – you need confidence, consistency and someone who actually understands your business.
In this article, you’ll get a clear side by side comparison of Peninsula and DOHR – from support models and contract terms to how each provider handles risk, templates and real HR strategy.
By the end, you’ll know which provider fits your leadership style, your values, and your business goals – so you can move forward with clarity and confidence.
DOHR vs Peninsular: Type of HR Support You’ll Receive
Peninsula is a large, national HR and employment law company. Their model is based on high-volume support, often delivered via call centres or portals. You’ll typically speak to different advisors at different times, and their goal is to provide a legally safe answer as quickly as possible.
DOHR takes a very different approach. We are a boutique HR practice, offering personal, proactive and pragmatic HR support. Our clients speak to their nominated HR Advisor each time, get consistent advice, and build real relationships with their HR team. We understand your business inside and out, so our advice is always in context.
Contract Terms: DOHR vs Peninsular
Peninsula contracts are often long-term. Some people enquiring about our services report having been offered, or already being locked in for 3 – 5 years. And while they promise peace of mind, getting out of those contracts is almost impossible. Even at the end of the contract, unless clients gave 6 months notice, they are automatically rolled over into the next 3 – 5 year contract.
DOHR offers flexible arrangements. Clients are offered either monthly retainers or pay-as-you-go support, with clear exit options. You stay because you’re getting value, not because you’re tied into a contract. The notice period on the monthly retainers vary from 1 month (for The HR Club) to 3 months (for retained or outsourced support). In some cases, clients will be asked to commit to an initial 12 months (followed by 3 months notice) and this is due to the initial amount of work to be done. The upfront costs of delivery are effectively absorbed across 12 months.
Custom HR Support vs Template-Based HR
Peninsula’s model relies heavily on templates and scripts. That can work well if you’re looking for something generic. But every business is different, and a ‘one-size-fits-all’ answer can lead to risk, poor culture fit, or employee disengagement. There is a vault of really useful documents which can be downloaded and customised, but the challenge is knowing how to customise the document for your business and keep it legal.
We once had a client who had used such a template, but didn’t like the annual leave provisions. They changed one word so that holiday entitlement was 20 days including public and bank holidays. This rendered the clause illegal, and their policies and procedures therefore were also illegal. This left the business exposed to a huge risk with all employees receiving 8 days less than they were legally entitled to.
At DOHR, your contracts, handbook, policies and procedures are all custom-built around your business, your values and your goals. We help you stay compliant, but also competitive, attracting and retaining the right people.
If you need a letter to invite someone to a disciplinary, your HR Advisor will discuss the circumstances leading up to the disciplinary and then craft a letter using your headed paper and branding. They will talk you through the process, ensuring that you don’t do or say anything that is likely to backfire.
Risk Management Approach: DOHR vs Peninsula
Peninsula is legal-first. Because all of their advice is underwritten by an insurance policy which is included for all customers, their advice is designed to reduce their liability, not necessarily to help your business move forward. In practice, this often means safe, overly cautious answers like: “Don’t do it”, “Suspend them”, or “Pay them off”. Fail to take their advice, or to consult them before taking a big people decision, will leave your insurance null and void. Their support services for HR and Health & Safety are often sold on the fact that they offer this insurance, and that you have to take it to use their services.
DOHR balances compliance with commercial reality. There is no insurance policy as most businesses already have legal services cover on their existing company insurances. This enables a more collaborative approach to decision making. “What outcome are you trying to achieve?” is usually a first question. Then a range of options are provided explain the risks, and the benefits of each. Ultimately, it is up to the business owner to decide what they want to do and to make an informed decision. The dedicated HR Advisor will then guide the employer through what makes sense for their situation, backed up by strong documentation, coaching, and representation where needed.
By having a dedicated HR advisor, who understands the business and the business owner’s attitude to risk, means that the advice is better received and resonates more, leading to a more successful implementation.
Employment Law vs Full-Service HR: Which Do You Need?
Peninsula employs a range of people in their call centre from customer service assistants to HR Advisors and solicitors. Their focus is on answering the questions they have been asked about employment law issues such as grievances, disciplinaries, family friendly policies and flexible working requests. The least qualified person will always respond and only escalate it upwards if required. Think of it as first, second and third line support.
DOHR employs CIPD qualified HR Advisors and trains up Graduates over a two-year period, taking them from administrator to experienced HR Advisors. The team focus on all aspects of People Management, including recruitment, employment law (as above), reward (pay and benefits, values and culture) and development (training, career progression, personal development). From writing job adverts and screening applicants, to designing pay scales and commission schemes, and from delivering compulsory sexual harassment training to running values and culture workshops, DOHR is a one stop shop people practice. If an Advisor needs further input, they will seek it internally, with their knowledge and understanding of your business and come straight back to you, remaining accountable to you.
Real World HR Example: DOHR vs Peninsular
Many years ago, we coached a business owner through a capability discussion. He took careful notes and was very nervous about the meeting, but felt that having HR in the room could be too heavy handed. The meeting went really well. They had a plan for action which had been mutually agreed. As they got up and walked to the door, the business owner turned to the employee and said “I really do think you would be better off in a more traditional xxxx agency.” The employee took the employer to an employment tribunal and won an age discrimination case…. Based on one comment.
Next steps when comparing DOHR vs Peninsula?
If HR support had been provided by Peninsula then one of their solicitors would have taken on the case. The employer would have had no choice about who represented them. A few of our clients and prospects have good things to say about the solicitor they were appointed, and felt confident in the support they received. However, many of our clients and prospects report that the solicitor allocated lacked experience, was poorly prepared and relatively junior compared to the solicitor on the other side.
As our client had legal services cover with their Employers Liability Insurance, they notified their insurance company and had two choices: To use one of the insurer’s panel solicitors, or to appoint their own. They were able to choose the solicitor they wanted to represent them.
Next Steps
If you’re like many small business owners, you didn’t expect HR to take up so much of your time, energy and headspace. From contracts and compliance to people problems and policies, it’s easy to feel out of your depth – and even more overwhelmed when the advice you get feels disconnected from your goals.
Now that you’ve seen the difference between Peninsula and DOHR, you understand what’s really at stake: not just legal safety, but strategic alignment, flexibility and trusted support. You’ve seen how different models can lead to different outcomes, and how the right HR partner should work with you, not just for you.
So, what’s next? If you’re looking for a more personal, business – focused HR solution, one that grows with you, not locks you in – we’d love to help.
👉🏻 Book your free discovery call today and let’s talk about how HR can become one of your business’s biggest assets.
We’re DOHR and we DO HR, helping UK businesses owners and charities executives lead with confidence, clarity and a people-first strategy.
