disicplinary & grievance

Disciplinary and grievance issues rarely present as neat, standalone processes. They often involve overlapping concerns around conduct, performance, absence, relationships or trust, and can quickly become complex if not handled carefully.

We work alongside leaders and HR teams to help plan the right approach, apply policies in real world situations and maintain procedural fairness throughout. Our role is to support decisions with clarity, structure and sound judgement.

Where appropriate, we can also chair hearings or provide independent oversight to support consistency and credibility.

Our support is flexible and proportionate, shaped around the complexity and sensitivity of the matter rather than a one-size-fits-all process. 

This may include early advice on next steps, structured support through formal procedures, or senior input at key decision points where confidence or risk is highest.

We focus on helping organisations handle issues properly, communicate clearly, and reach outcomes that stand up to scrutiny while remaining fair to those involved.

This support is particularly valuable where disciplinary or grievance matters feel complex, sensitive or difficult to navigate, or where leaders would benefit from experienced, independent guidance.

It is often the right fit where:

• the issue carries legal, reputational or people risk
• emotions are running high or relationships are strained
• there is uncertainty about the appropriate process or outcome
• consistency and fairness are critical
• senior, calm input would help move matters forward

This service sits within our Employee Relations support. Where impartial fact finding is required, we can also provide (or signpost to) our Independent Investigations service.

Where matters highlight wider themes around leadership capability, culture or governance, support can flow naturally into our Preparedness & Capability, Policy & Governance or Culture & Speak Up services.