EMPLOYMENT RELATIONS ADVICE & SUPPORT

We support you in managing performance improvement processes, ensuring that they are handled effectively and constructively. Our employment relations advice includes working closely with you to design performance improvement plans (PIPs) or less formal progress plans that set clear, achievable goals and milestones for employees to reach.  We take the stress away and help you understand and navigate employment law and have those tricky conversations.

As part of our HR advice support, we also equip people managers with the tools and skills needed to effectively lead performance improvement efforts. This includes training on how to have difficult conversations, provide meaningful feedback, and inspire their teams towards greater achievement.

We offer support to navigate the complexities of investigating misconduct situations. Our employment relations support team is certified through the Private Security Personnel Licensing Authority, ensuring that we conduct investigations with the utmost professionalism, confidentiality, and adherence to legal standards. Our expertise allows us to uncover the facts of the situation, providing a solid foundation for any subsequent disciplinary processes. This certification not only underscores our capability to handle such delicate matters but also offers you peace of mind, knowing that the investigation is managed by accredited professionals.

When you are facing workplace misconduct and disciplinary situations, our support is tailored to each unique situation. We guide you through the complexities of disciplinary actions with a focus on fairness, compliance, and effective resolution.

From drafting clear and compliant disciplinary policies to providing step-by-step assistance during actual disciplinary proceedings, our approach ensures that both the business's and the employees' rights are respected throughout the process. Our objective is to facilitate a legally sound process that supports a positive and productive work environment.

We provide support to clients facing the complex and often sensitive task of restructuring or implementing redundancy situations. Our expertise and experience in employment law advice ensures these processes are managed with the utmost care, aligning with legal requirements while maintaining respect and transparency for all involved.

We guide our clients through developing a strong business case, planning, communication strategies, and the execution of restructures or redundancies, offering support on employee consultations and the development of exit packages.

We assist our clients in managing people change processes by providing guidance and practical support to ensure smooth transitions and minimal disruption.

Our expertise in organisational psychology and change management principles allows us to tailor strategies that address both the logistical and emotional aspects of change within the workplace. We facilitate clear communication, stakeholder engagement, and training to equip teams with the skills and understanding needed to adapt to new systems, structures, or strategies.

Employment relations is the field of study and practice that deals with the relationship between employers and employees. It encompasses a wide range of issues, including workplace rights and responsibilities, collective bargaining, and industrial relations.

No, employment relations is not the same as HR. HR (Human Resources) is a broader field that encompasses a wide range of activities related to managing employees, such as recruitment, onboarding, performance management, and compensation. Employment relations is a specific area within HR that focuses on the relationship between employers and employees.

An example of poor employee relations is a workplace where there is high levels of conflict and dissatisfaction among employees. This could be due to a number of factors, such as unfair treatment, poor communication, or a lack of trust between employers and employees.

1. Attempt to resolve the issue internally: Talk to your manager or HR department.
2. Seek advice: Consult with a union representative, lawyer, or other trusted source.
3. Mediation or arbitration: If necessary, consider mediation or arbitration to resolve the dispute.
4. Legal action: As a last resort, you may need to take legal action.