Employee relations problems rarely arrive in neat legal categories. We help organisations understand what has happened, identify the real risk and take a proportionate course that is fair, workable and supported by a credible record.
This service is useful when
- a grievance, disciplinary or capability matter has become complex;
- absence, health, disability or conduct issues overlap;
- managers are uncertain which process applies;
- a senior or influential employee is involved;
- an appeal or challenge exposes weaknesses in the original process;
- the organisation needs a second opinion before taking a significant decision.
How the work is run
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Triage
We establish the facts known so far, the immediate decision, the relevant policies and any legal or employee-relations risks that need urgent attention.
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Options
We explain the realistic routes available, including the advantages, risks and practical consequences of each.
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Process support
We help prepare correspondence, meeting plans, questions, decision records and manager guidance so the process can be applied consistently.
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Decision support
Senior leaders receive clear advice and, where useful, a concise written rationale they can rely on when communicating the decision.
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Follow-through
We support implementation, appeals, relationship repair or transition into the next formal stage where required.
What you can expect
- direct access to a named senior adviser;
- clear advice in ordinary language;
- practical documents and decision support;
- proportionate escalation rather than process for its own sake;
- honest identification of areas requiring specialist legal advice.
Timing
Urgent matters can often be triaged quickly. The timetable for ongoing support depends on the process, the availability of the parties and the decisions required.
Engagement and fees
We agree the scope, likely timetable and fees before work begins. Fixed fees are available where the work can be defined clearly.
Related policies
Consistent decisions are easier when grievance, disciplinary, capability, sickness absence and appeal procedures work together. Browse the Employee Relations Pack or request tailoring.
The same method in Enyalius
Enyalius, the case platform we are building, encodes this method: the stages a matter runs through, the evidence each stage requires, approved wording drafted for a person to review rather than sent, and every decision recorded against the option chosen and the reason for it.
Common questions
Will you take over from our internal HR team?
Not unless that is what you need. We can provide a second opinion, coach the internal lead, support a particular stage or manage the matter directly.
Can you advise before a formal process starts?
Yes. Early advice often prevents the wrong process being launched or a manageable issue becoming unnecessarily adversarial.
Do you provide legal advice?
We provide senior HR and employee-relations advice. Where a matter requires reserved legal work, litigation strategy or specific legal privilege, we recommend appropriate legal input and can work alongside your solicitor.
This page describes an approach rather than a fixed product. Scope, and whether this is the right service at all, are established in the first conversation. Nothing here is legal advice.