You hire a consultant to solve a problem, not to leave management with a second one. Trouble starts when the company and the consultant have different ideas about what the job includes, how payment will be handled and what proof of completed work should be kept. What looked like a simple arrangement can then turn into an argument over money, duties and the kind of working relationship both sides agreed to.
A report published by Kenyans.co.ke on 12th October 2026 covered a court decision delivered on 5th October involving a project management consultant who claimed Ksh. 5.31 million from a construction company. The Court dismissed the claim because the evidence did not show that he was an employee of the company. His agreement set a monthly fee of Ksh. 180,000, payable against invoices for services provided, and the Court noted that he had not produced the records needed to support his claim for unpaid fees. For employers, the story raises a practical question: would your organisation be able to show what it agreed to, what work was completed and what payment was due?
The answer should not wait until someone complains. Before a consultant starts work, agree on the task, the expected result, the deadline, the fee, how invoices will be approved and who will confirm that the work is complete. If the person is being brought in to fill an ongoing role in the business, review the arrangement before signing a consultancy agreement. HR should be involved early, so the contract matches the work the person will actually do. This is especially useful when HR, the hiring manager and finance have different assumptions.
This is where HR documentation and HR compliance support can help. Eagle HR Consultants works with organisations to review their HR documents and working arrangements, find gaps and put clear processes in place. That helps managers, consultants and finance teams understand what has been agreed, which records to keep and what must happen before payment is made. Support can start with the immediate issue: reviewing the agreement, clarifying responsibilities and making the process practical for the people who use it. Where a business also needs support with employee records, leave administration and payroll, HR outsourcing can help keep those day-to-day HR tasks organised.
The point is not to add paperwork for its own sake; it is to prevent avoidable disputes and stop managers spending hours trying to reconstruct conversations after a problem has started. Before your next consultant engagement, make sure everyone understands the work, the payment terms and the records required. If those details are unclear, deal with them before work begins. Eagle HR Consultants provides HR consultancy in Kenya, including HR documentation, HR compliance advisory and HR outsourcing, helping employers put clearer people processes in place.
