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Employee Relations 

Practical support when people issues become challenging.

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Managing employee relations isn't just about following a process, it's about making fair, informed decisions that protect your organisation while treating people with dignity and respect.

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Whether you're facing a disciplinary, grievance, performance concern or workplace conflict, I'll work alongside you to provide practical, commercially focused advice that's tailored to your organisation.

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Every situation is different. My role is to help you navigate difficult conversations with confidence, minimise risk and achieve the best possible outcome for everyone involved.

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Are you dealing with...

  • An employee who has raised a grievance?

  • A disciplinary issue that you're unsure how to manage?

  • Ongoing sickness absence? 

  • Poor performance that's becoming difficult to address?

  • Conflict between colleagues? 

  • A neurodivergent employee who may need additional support? 

  • A manager who lacks confidence in handling people issues? 

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If you answered YES to any of these, I can help.  

How I can help

I provide support across the full range of employee relations matters, including:

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  • Workplace investigations

  • Disciplinary procedures

  • Grievance procedures

  • Performance and capability management

  • Attendance and sickness absence management

  • Probation reviews

  • Flexible working requests

  • Workplace conflict and mediation

  • Settlement discussions

  • Manager advice and coaching

  • Employment law guidance

  • Appeals and hearings

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Whether you need advice behind the scenes or someone to support you throughout a formal process, I can help.

Why good Employee Relations matters

Handled well, employee relations builds trust, strengthens working relationships and helps organisations create a positive workplace culture.

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Handled poorly, it can lead to conflict, low morale, increased absence, employment tribunal claims and damage to your reputation.

 

My aim is to help you manage issues fairly, consistently and confidently, reducing risk while supporting positive working relationships.

Supporting neurodivergent employees

Many employee relations cases involve employees who are neurodivergent or have disclosed a disability under the Equality Act 2010.

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These situations often require employers to consider reasonable adjustments, communication needs and whether workplace barriers may be contributing to performance, attendance or conduct concerns.

 

I combine employee relations expertise with knowledge of neurodiversity in the workplace, helping employers navigate these situations fairly while balancing the needs of both the individual and the organisation.

 

Where appropriate, I can also carry out a Workplace Needs Assessment to identify practical adjustments that support both employee wellbeing and business performance.

Working with you

No two organisations are the same, which is why I don't offer one-size-fits-all HR advice.

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I'll take the time to understand your business, your people and the challenges you're facing before recommending a practical way forward.

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My support can be tailored to your needs, whether that's:

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  • One-off advice

  • Independent investigations

  • Support through formal meetings

  • Ongoing case management

  • Manager coaching

  • Retained employee relations support

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Whatever the situation, my goal is to help you resolve it fairly, professionally and with confidence.

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