How I can help

Disciplinary, grievance and investigations
Performance, conduct and sickness absence
Redundancy, restructuring and TUPE
Wider HR and employee-management support

Disciplinary, grievance and workplace investigations

An allegation of misconduct or an employee grievance can quickly become difficult to manage. You may need help deciding whether formal action is appropriate, establishing what happened or handling a hearing fairly.

I can help with:

• Assessing the issue and identifying the appropriate next steps.
• Planning and conducting workplace investigations, where an independent investigator is needed.
• Preparing correspondence, reviewing evidence and organising the information needed for a hearing.
• Guiding managers through disciplinary and grievance procedures, hearings and appeals.

My role can range from advising you behind the scenes to undertaking an agreed part of the process. We will establish that role at the outset, including any need to keep investigation, decision-making and appeal responsibilities separate.

Performance, conduct and sickness absence

When someone is not meeting expectations, their behaviour is affecting others or absence is becoming a concern, it can be difficult to know where to start. I help you identify the underlying issues and decide on a proportionate response.

• Clarifying expectations and preparing managers for difficult conversations.
• Setting practical improvement objectives and reviewing progress.
• Addressing conduct and working-relationship concerns before they escalate.
• Managing sickness absence, return-to-work discussions and the information needed to make informed decisions.
• Preparing for a formal capability or conduct process where appropriate.

The emphasis is on clear communication, fair treatment and a consistent approach that takes account of the individual circumstances.

Redundancy, restructuring and TUPE

Changes to the organisation can involve difficult decisions about roles, responsibilities and people. I provide practical support to help you plan the employee-management aspects and work through the process.

• Considering the people implications of proposed changes and the available options.
• Planning redundancy and restructuring processes, including consultation.
• Helping managers prepare communications, meetings and supporting documents.
• Supporting the employee aspects of business transfers and TUPE.

Involving me while proposals are still being considered gives us more opportunity to identify concerns and plan the work. Where specialist legal input is needed, I can work alongside your legal advisers.

Wider HR and employee-management support

You do not need to be facing a formal employee issue to benefit from independent advice. I also help employers put practical arrangements in place and support managers with everyday decisions.

• Reviewing employment contracts, handbooks and policies.
• Developing clear procedures that managers can use in practice.
• Supporting probation reviews and day-to-day employee-management decisions.
• Helping managers develop their skills in giving feedback, managing performance and handling difficult conversations.
• Providing continuing advice as issues arise.

Support can focus on a particular project or form part of an ongoing working relationship. The starting point is what your organisation needs.

How we work together

Start with a conversation

The initial consultation is free. It gives you an opportunity to outline the situation, ask about my approach and discuss whether I am the right person to help. You do not need to know which service to choose before getting in touch.

Agree the support you need

We will clarify the issue, your priorities and the role you want me to take. That may mean advice to you or your managers, help with a defined piece of work or more active involvement in an employee process.

Work through the next steps

You will deal directly with me. I will explain the options, help you consider the risks and provide practical support tailored to your circumstances. If the situation changes, we can review what is needed.

My approach is straightforward: establish the facts, treat people fairly and make considered decisions.