Employee Relations

Employee relations matters rarely benefit from rigid or reactive handling. Our approach is grounded in experienced judgement, procedural clarity and a clear understanding of risk, enabling organisations to respond proportionately and with confidence.

We work alongside HR teams and leaders to provide practical, independent support that aligns with organisational policies, good practice and the specific context of each situation. Our involvement is flexible, stepping in where additional experience, perspective or capacity is needed, without over engineering the process.

Throughout our work, we focus on clarity, consistency and fairness. We help organisations understand the options available, the risks associated with different courses of action, and the practical implications for people, relationships and organisational confidence.

Where matters require formal fact finding or independence, we will advise openly when an investigation is the appropriate next step, ensuring the right approach is taken at the right time.

Organisations often involve external employee relations support where matters are complex, sensitive or carry heightened risk. Early involvement can provide clarity, perspective and reassurance, helping prevent issues from escalating unnecessarily.

You may wish to seek external support where:

• the matter involves senior employees or complex reporting relationships
• internal capacity or confidence is stretched
• there is concern about fairness, consistency or procedural risk
• emotions are high and objective perspective is needed
• the issue may escalate into a formal grievance or dispute
• previous handling has been challenged or questioned
   

Seeking support at the right point can help organisations make balanced, defensible decisions while maintaining trust and confidence throughout the process.

Employee relations support and investigations serve different purposes, and choosing the right approach at the right time is important.

Employee relations support focuses on helping organisations manage live issues, processes and risks as they arise. This may include advising on how to approach a situation, supporting fair and consistent handling, and helping prevent unnecessary escalation.

Investigations, by contrast, involve formal, independent fact-finding where allegations, disputed facts or serious concerns require a structured and objective process.  We are clear and transparent about this distinction. Where an issue can be managed appropriately through employee relations support, we will advise accordingly. Where independence or formal fact finding is required, we will recommend an investigation and explain why this is the most appropriate and defensible next step.

This clarity helps ensure matters are handled proportionately, fairly and in a way that supports confidence in the process and its outcomes.

Some organisations manage employee relations matters regularly and value having experienced support readily available. In these circumstances, ongoing employee relations support can provide continuity, familiarity and timely access to experienced guidance when issues arise.

Ongoing support arrangements allow organisations to draw on trusted advice as situations develop, helping maintain consistency of approach, manage risk and support confident decision making over time. This can be particularly helpful during periods of change, organisational pressure or increased complexity.

Our ongoing support is flexible and proportionate, designed to complement internal capability while providing additional experience and perspective when needed.