Navigating staff discipline and grievance matters can be complex and time-consuming. Having one of our experienced specialists by your side provides reassurance and expert guidance throughout the process. We offer tailored, pragmatic advice for each case, taking a solutions-focused approach that clearly outlines your legal responsibilities, identifies potential risks, and sets out practical options. Our HR specialists can also support and guide you through early settlement discussions to help achieve a positive and timely resolution

Sickness absence can significantly disrupt an organisation, not only through increased costs but also by placing additional pressure on colleagues and stakeholders. Through early intervention and proactive support, our specialists help you manage absence cases effectively, including guiding you through ill-health capability processes and, where necessary, dismissals. We offer practical, expert guidance on implementing reasonable workplace adjustments, designing phased return-to-work plans, carrying out risk assessments, and making timely Occupational Health referrals, ensuring employees receive the right support as early as possible.

We help organisations address underperformance proactively, beginning with early intervention to prevent issues from escalating. Our specialists provide comprehensive support throughout the Capability process, up to and including formal Capability hearings. Our experts are highly experienced in all aspects of performance management, from early stage conversations and staff appraisals to performance reviews and managing underperformance effectively.

Organisational restructures and potential redundancies can be challenging for all involved. Our specialists provide clear, compliant guidance throughout. We help you plan and deliver each stage, including legally compliant consultation timelines, preparation of consultation materials, and all supporting documentation. Redundancy and TUPE processes are governed by strict statutory timeframes, which can be lengthy. These include minimum collective consultation periods, TUPE information deadlines, and best-practice engagement expectations. We also ensure compliance with sector‑specific requirements, including teachers’ contractual notice periods and fixed resignation dates, which must be factored into project planning to avoid delays. As TUPE specialists, we advise on whether TUPE applies, transfer liabilities, consultation duties, and the provision of Employee Liability Information (ELI), ensuring your organisation meets all legal and procedural obligations efficiently.

Every organisation working within the children’s workforce has a statutory duty to manage allegations of harm or abuse swiftly, safely and in line with safeguarding legislation. Our Advisory team brings specialist HR expertise to support you through these sensitive and complex cases. As accredited trainers with the Lucy Faithfull Foundation and backed by the Safer Recruitment Consortium, we remain up to date with the latest developments in Safer Recruitment practice. We also deliver regular Safer Recruitment training courses, as well as bespoke sessions tailored to the needs of individual schools, trusts or leadership teams. These programmes ensure your organisation maintains rigorous, compliant safeguarding processes and a confident, well‑informed workforce.

Our specialists maintain regular, constructive engagement with many Trade Union supported members across Schools and Academies. We are actively involved in a wide range of consultation activity, whether arising from employee relations matters or wider organisational change processes, ensuring discussions are well-informed, collaborative and aligned with best practice.