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TARGETED INTERVENTION
When a people issue becomes a legal risk, you need an independent specialist, not a policy.
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From grievances and disciplinaries to senior relationship breakdowns that are costing the business, we handle the situations that have moved beyond internal management and need forensic independence applied to a standard that holds up if it is ever tested.
We resolve what is in front of you, steady the team, and fix the root cause that allowed it to happen in the first place.
WHERE WE HELP
Experienced, independent judgment at the right moment
Something has escalated beyond informal handling
A formal grievance, a disciplinary, a harassment or discrimination complaint, a whistleblowing disclosure. It needs independent, procedurally sound handling that an internal team, close to the people involved, cannot credibly provide.
A diagnostic has surfaced something specific
A Rapid System Read or Embedded Partnership conversation has identified a defined, bounded issue that is blocking progress. It needs resolving before anything else can be built.
You know what the problem is and need safe hands quickly
You are not looking for a review. You have a burning issue or friction point at a cultural or leadership level and need experienced, independent judgement, calm authority, to step in with discretion and pace.
WORKPLACE INVESTIGATIONS
A formal, independent investigation into a grievance, disciplinary or complaint, managed end to end.
A formal, independent investigation into a grievance, disciplinary or complaint, managed end to end. We investigate allegations of bullying and harassment, sexual misconduct, discrimination, victimisation, whistleblowing (protected disclosures), and conduct or capability concerns.
Why independent?
Once a matter is serious or contested, an internal investigator is too close to it. A flawed or partial process is how a sound decision becomes an unfair dismissal or discrimination claim. An independent investigation removes the conflict of interest, meets the standard of a reasonable investigation an employment tribunal expects, and gives you a decision you can actually stand behind.
Why us
We aren’t just expert, CIPD qualified HR consultants – we are also forensic. We read the detail others skim, hold the patterns across statements, timelines and documents, and reach findings the evidence can carry. Our reports are known for their rigour and robust, evidenced analysis. That depth is the point: it is what gives leaders the confidence to act decisively, and what keeps a defensible matter out of a tribunal.
What you get — and what a tribunal expects to see
Every investigation is documented to the standard that withstands external scrutiny:
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Terms of Reference: the allegations, scope and what is in and out;
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A process run to the ACAS Code of Practice: procedurally fair, properly recorded;
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An evidence log: every document reviewed, indexed and weighed;
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Structured interview records: complainant, respondent and witnesses;
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Findings of fact: reached on the balance of probabilities, with clear reasoning tying evidence to conclusion;
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Outcome recommendations: clear, proportionate and actionable;
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Internal QA review: nothing reaches you until it has been checked.
We go beyond the report
A report on its own doesn't settle a team or protect a business. So we don't stop there. We steady the ship while things are raw, advise on the outcome and how it's communicated, facilitate a settlement or managed exit where that is the right answer, and make recommendations at a cultural and systemic level so the same issue doesn't return. That is the real return on the work, and always has an eye on what needs to be in place to achieve your goals.
OTHER TARGETED INTERVENTIONS
Where else we're brought in
Workplace mediations​
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Independent, voluntary and confidential. 1:1 between two colleagues, or facilitated team sessions where a group dynamic has broken down. Conducted in line with the ACAS approach to workplace mediation, to restore a functional working relationship.
Settlement and exit facilitation
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Where parting ways is the right answer. The value isn't the paperwork; it's getting both sides to an agreement. We lead the strategy and facilitate the protected, “without prejudice” conversations that get there, then document it cleanly through a settlement agreement or an ACAS COT3.
Post-grievance and post-process repair
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A formal process has closed and the business needs what follows: structural fixes, repaired team dynamics, and a clear communications approach.
Specialist advisory​
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A scoped, senior response to a specific challenge: a compensation or terms review, founder coaching on a live situation, or untangling a leadership-team dynamic, with a defined output.
Inclusive leadership and
behavioural-change interventions
Sometimes the formal process has concluded, a grievance upheld, warnings issued, and the real work is what comes next: changing senior behaviour and repairing the working relationships left behind. EDI training has its place, but training fixes a knowledge gap. This is a behaviour and relationship problem, and a group session at the wrong moment risks performance over reflection and leaves the complainant without a voice.
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We run a structured, phased intervention, working with each individual before bringing anyone together, with a checkpoint at every stage so what happens next is informed by what surfaces, not assumed up front. Participation by any complainant is always voluntary.
Individual facilitated sessions
With each respondent and the complainant: intent versus impact, accountability, and the reasonable expectations of a senior leader, in a psychologically safe space.
Leadership
application
How bias operates at senior level and what accountable, inclusive leadership looks like day to day
Relationship
reset
Structured, forward-facing sessions that re-establish a functional professional relationship between the parties
“Dare to Build” workshop
Hands-on workshop, using LEGO® SERIOUS PLAY methodology to make it a tangible lived experience, modelling the culture in practice, not just endorsing it
BEYOND THE INVESTIGATION
PRICING AND LEGAL ENGAGEMENT
Upfront scoping and transparent pricing.
Our pricing approach depends on the work, and we're always upfront about that.
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Defined programmes: inclusive-leadership interventions, mediation, workshops, are delivered on a fixed fee, agreed in full before we start. (For example, a phased inclusive-leadership intervention including the team workshop is a single fixed-fee engagement.)
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ER investigations and settlements: are scoped first, then delivered against a written estimate on a time basis. We work this way for a reason: investigation scope genuinely moves as evidence emerges - a new allegation, another witness - and an honest estimate beats a guess made before the facts are in. ​
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Either way: clear scope, a written estimate, and no open-ended billing. Where complexity is unknown, a short scoping step is what makes an honest figure possible, and you own that output regardless of whether you go further.
