For many organisations, commissioning an independent investigation feels like a major escalation. It is often treated as a last resort, reserved for high-risk cases or situations where internal processes have…

Workplace conflict is often treated as an operational inconvenience, something to be managed once it becomes visible or unavoidable. In practice, it is one of the most predictable and preventable…

For many employers, the most consequential decision in a workplace conflict is not the outcome of the process but the choice of process itself. Whether an issue is directed towards…

Workplace mediation is often described in deceptively simple terms, as a voluntary and confidential process in which an impartial third party supports individuals in conflict to reach a mutually acceptable…

Employers expect more disputes and strained relations in the wake of upcoming trade union reforms.   The Employment Rights Bill is due to include measures that make it easier to organise…

Generative AI is being used by employees to file grievances. It’s a real time-saver. A way to produce much longer, more detailed, wide-ranging and persuasive complaints in seconds. An employee…

It’s trust that forms the backbone of organisations; trust in leaders and their vision and decisions; trust in staff to deliver. They are the feelings of confidence and certainty that…

Employer brands promote the positive buzz of their workplace environment. The values are on the walls and in the web brochures, ‘Teamwork’, ’Respect’, ’Passion’, ‘Integrity’, backed up with policies around…

More words are becoming loaded with meaning, turning them hazardous. The evidence is all there in employment tribunals where more cases are turning on the use of language and specific…