Draft a commission plan that matches how your HR sales team actually earns

HR consultancies often sell services that do not fit a simple sign-and-pay model. Commission may depend on retained fees, implementation stages, client onboarding, renewals, referrals or revenue that arrives over time. Some deals also involve split ownership between sales, account management and delivery teams. If the plan does not say clearly when commission is earned, when it is paid, or what happens if a client churns or fees are refunded, arguments can follow quickly. This service You will get a clear view of the legal issues and the next steps that matter.

The document will usually deal with who is eligible, what counts as a qualifying sale, how commission is calculated, when it is treated as earned, and when payment is made. It may also cover thresholds, accelerators, split credit, renewals, house accounts, discretionary elements, clawbacks, notice periods and what happens after a role change or departure. For HR and people ops businesses, the wording may also need to reflect how services are sold and delivered in practice, especially where onboarding milestones or ongoing client relationships affect revenue recognition.

The drafting depends on the structure behind the plan, not just the job title. We usually need to understand what your team sells, whether revenue is one-off or recurring, when a deal is treated as complete, how long onboarding takes, whether refunds or credits are possible, and whether more than one person can claim commission on the same account. Related documents can matter too, including employment contracts, bonus terms and existing policies. The practical working model can be just as important as the contract wording, so practical detail is important.

A generic template may look workable at first, but it often misses the pressure points that matter in HR consultancy sales. It may not deal properly with retained advisory work, staged implementation fees, delayed invoice recovery, renewals, split desks or client cancellation after onboarding begins. It can also clash with the wording in employment contracts if discretion, deductions or variation rights are handled inconsistently. A reviewed or freshly drafted plan is usually more useful where your commission model has exceptions, dependencies or several moving parts.

No. This service covers the commission plan document and legal input on its wording. It does not include payroll or CRM implementation, ongoing HR management, security remediation, or acting for you in a live dispute with an employee, worker or former team member. If there is already a disagreement about unpaid commission, deductions, notice period treatment or post-termination entitlement, that usually needs separate advice based on the facts and the underlying documents. We can discuss a separate scope if you need that broader support.

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