Why They Started It
Drawing on their senior roles and real world experience, Alix and Mandy created Barely Legal, Morally Wrong? to open up honest conversations around the workplace issues people are often thinking about but rarely discussing.
Alix’s Perspective
As founder of Meekison, MacKinnon & McGhee, Alix works closely with leaders, teams and organisations. Her experience brings a strong people focused view on workplace culture, decision making and modern leadership.
Mandy’s Perspective
Mandy brings deep legal insight shaped by years of experience in employment law. Her perspective helps unpack the responsibilities, risks and realities that sit behind difficult situations in the workplace.
A Shared Purpose
Together, Alix and Mandy use the podcast to explore the space where law, work and culture meet. The aim is to make complex topics more open, relevant and easier to talk about.
After the heroics of the pandemic, where does HR stand now?
In this episode, we look honestly at the weight HR continues to carry and the pressures shaping modern workplaces. We ask whether the function has stretched too far? With HR becoming counsellor, regulator, fixer and friend all at once, what needs to change for it to make the impact it was designed for?
The conversation explores how HR can regain its clarity of purpose through stronger boundaries, visible accountability, more practical wins, and renewed respect for its role at the heart of business decisions. Together, Alix and Mandy share where HR can draw the line, refocus on what matters, and help organisations work better for everyone.
Boundaries
HR cannot be counsellor, fixer and friend for every issue. We set a clear scope, protect time for real risk and move personal matters to the right place. Triage first, escalate when needed, and keep everyday people management with line managers where it belongs.
Accountability
Good cultures make accountability visible. Managers own conduct and performance, not HR. We set standards, coach with care and measure outcomes that matter. Value comes from safer decisions and better work, not from the volume of initiatives or the noise around them.
Practical wins
Start simple: shorter policies, plain language, and repeatable workflows. Use templates for DSAR and FOI requests, quality checks for AI written complaints, and quick guides for managers. Free HR to focus on risk, fairness and the moments that genuinely change outcomes.
Respect
HR needs time, authority and backing. Give the function a clear seat at the business table, fewer distractions and the space to challenge with honesty. With trust and support, HR can lead steadier decisions and help people do their best work.
Listen Now!
In Their Words
A selection of standout quotes from Alix and Mandy that sum up this discussion.
Key Themes
Power at the top
Why public sympathy evaporates when senior leaders are caught, and how family and visibility change the reaction.
Whistleblowing and consequences
How speak up lines triggered the McDonald’s and BP cases, and what that means for culture, trust and share price.
UK versus US approach
Article 8 privacy in the UK versus US style love contracts, disclosure rules, and forced moves to prevent conflicts.
When it turns sour
How consensual becomes complaint: harassment risks, team fallout, and why employers need clear, fair relationship policies.
Join The Debate
Every episode sparks different opinions, and we want to hear yours. This is your space to tell us what you think about the themes we have raised. You can share as much or as little detail as you like, and if you prefer to remain anonymous that is completely fine. What helps us most is knowing where you are coming from, so if you can tell us about your role or the industry you work in, it makes every contribution more valuable. Selected perspectives may even be featured in future episodes.