grievance resolution specialists.
Workplace grievances cost UK employers £356 million annually. What if they could become your greatest opportunity for positive change instead?
We mediate complex workplace disputes. Proactively resolving conflict so that you can focus on business without worrying about productivity, culture, or spiralling legal costs.
bigger picture
The annual cost of managing conflict to UK employers is...
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That averages at over £1,000 per employee annually.
billion
28.5
£15 billion - recruitment and lost productivity
£2.6 billion - management time on disciplinary processes and litigation
£2.3 billion - productivity drop off related to stress or demotivation
£2.2 billion - sickness absence directly caused by workplace disputes
When conflict escalates to tribunal, your senior team will spend an average of 4.8 weeks managing that single claim.
Only 4% of workplace grievances actually reach a tribunal hearing - but at what cost to culture, productivity, and employee wellbeing?
What Grievances Really Tell Us
Here's the uncomfortable truth most organisations avoid: employees who raise grievances are often your organisational canaries in the coal mine.
They're highlighting:
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Systemic cultural problems before they become widespread
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Management practices that are damaging productivity and retention
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Discrimination or unfairness that could expose you to significant legal and reputational risk
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Process failures that are creating unnecessary stress and inefficiency
When we silence these voices through aggressive defence or quick settlements, we're not solving problems - we're allowing them to fester and multiply.
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The cost compounds. Trust erodes. Good employees become disengaged. High performers start looking elsewhere. And the cultural damage spreads far beyond the individuals directly involved.
Sound familiar? Find out how we can change that.
our services
What Grievances Really Tell Us
We don't just put out fires - we help you build systems that prevent them. And when conflict does arise, we resolve it in ways that strengthen rather than weaken your organisation.
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The result? Organisations that handle conflict well don't just save money on tribunals and recruitment. They build cultures where:
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Problems are surfaced and solved early
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Employees feel psychologically safe to speak up
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Diversity of thought is genuinely valued
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Trust between staff and management strengthens over time
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Productivity increases because energy goes into work, not worry
pre-emptive
support
dispute
resolution
services
post-
dispute
support
pre-emptive support
Building resilience before conflict arises.
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Strategic Advisory & Analysis
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One-to-one consultancy for HR leaders facing complex cultural challenges
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Specialist data analysis to quantify the real cost of workplace conflict in your organisation
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Comprehensive auditing of existing grievance policies and processes
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Strategic planning to transform how your organisation handles workplace issues
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Skills & Culture Development
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Conflict resolution training tailored for employees, HR teams, and leadership
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Employee consultation and feedback forums that surface issues early
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Professional development workshops on inclusive management and psychological safety
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Culture change programme design and implementation
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dispute resolution services
Facilitating innovative resolutions.
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Specialist Mediation Services
Our mediation process is designed not just to resolve immediate disputes, but to identify and address the underlying cultural issues that created the conflict. This approach consistently leads to outcomes that both parties value far more than financial settlements.
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Comprehensive Investigation & Appeals
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Independent grievance investigations that rebuild rather than damage trust
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Appeals processes that feel fair to all parties
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Specialist support for employees with additional needs who may struggle to articulate their experiences in traditional processes
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What makes our mediation different?
Most employees don't want money - they want to be heard, understood, and to see genuine change that prevents others from experiencing what they've been through. Our process creates space for that conversation while protecting business interests.
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The result? Mediation sessions that regularly lead to requests for ongoing culture change work, training programmes, and policy improvements. Instead of NDAs that silence problems, we create solutions that solve them.
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post-dispute support
Turning resolution into lasting transformation.
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Culture Change Implementation
The real value often begins after formal mediation concludes. We help organisations implement the cultural changes and learning opportunities that arise from successful dispute resolution.
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Ongoing Development & Monitoring
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Follow-up training programmes identified during mediation
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Culture change interventions designed around lessons learned
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Evaluation and feedback processes to ensure lasting improvement
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Long-term strategic support for cultural transformation
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what sets us apart
Legal Expertise + Cultural Intelligence:
Bringing together lawyers, consultants, and inclusion specialists, we understand both the legal risks and the human dynamics at play in workplace conflict.
Bringing together lawyers, consultants, and inclusion specialists, we understand both the legal risks and the human dynamics at play in workplace conflict.
Validation, Not Silencing:
Our approach validates employee experiences while protecting business interests, creating outcomes where everyone can move forward positively.
Long-term Investment Over Short-term Gain:
Our interventions become investments in cultural improvement rather than just costs of managing problems.
Bringing together lawyers, consultants, and inclusion specialists, we understand both the legal risks and the human dynamics at play in workplace conflict.
Measurable Impact:
We track not just immediate resolution, but longer-term improvements in employee engagement, retention, and organisational effectiveness.
Bringing together lawyers, consultants, and inclusion specialists, we understand both the legal risks and the human dynamics at play in workplace conflict.
process
Stage 1: Initial Contact & Assessment
Free consultation to understand the situation and discuss early warning signs.
Stage 2: Strategy Development
Confidentiality agreements signed, strategic approach agreed.
Stage 3: Grievance Assessment
Investigation and review of grievance evidence and relevant documentation.
Stage 4: Stakeholder Meetings
Individual meetings with claimant, respondent, and senior leadership.
Stage 5: Mediation Session
Structured dialogue facilitated to reach mutual understanding and agreement on next steps.
Stage 6: Resolution & Agreement
Settlement terms agreed that address both immediate and systemic issues.
Stage 7: Culture Change Implementation
Training delivery and policy improvements over 3-month period.
Stage 8: Evaluation & Ongoing Partnership
Evaluation and opportunity to establish continued advisory relationship.
experience
Racism (Antisemitism)
Situation: The relationship between line manager and employee soured after accusations of antisemitism were levelled and informal grievances submitted. Both employees were distressed, their team was divided, and HR had limited knowledge of handling antisemitism matters.
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Our Approach: Through careful individual meetings with both parties, we uncovered that intentions were positive but impact was harmful due to lack of awareness. Our mediation process created space for genuine dialogue, education, and mutual understanding. The resolution included targeted training, policy clarification, and ongoing support.
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Outcome: Both employees remained with the organisation. Zero-tolerance policies were reinforced while maintaining compassion. The experience led to organisation-wide EDI improvements that strengthened the culture for everyone.
Complex Intersectionality
Situation: A grievance and employment claim had been submitted by an employee due to feedback perceived to include racist microaggressions. The situation was escalating and neither side were willing to engage in settlement talks.
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Approach: Our initial meeting with the employee revealed that the core issue was an undisclosed disability. Our process helped the employee feel safe to disclose their condition and encourage their employer to invest in training around disability awareness.
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Outcome: Both parties engaged in settlement dialogue ending in the employee revoking their employment claim. In exchange, the employer invested in bias training for managers around intersectionality and encouraging disability disclosure, especially where your health is impacting your wellbeing and performance.
Disability and Workplace Adjustments
Situation: A return-to-work process had stalled due to communication barriers between a non-native English speaker with a disability and HR. Misunderstandings about capabilities and adjustments had created frustration on all sides.
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Approach: We provided specialist liaison support, helping translate complex needs into practical solutions. Our mediation focused on finding alternative suitable employment within the organisation that matched the employee's adjusted capabilities while meeting business needs.
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Outcome: The employee successfully transitioned to a new role with appropriate support. No tribunal was needed. The organisation improved its approach to supporting employees with intersecting language and disability needs.
Get in Touch
If you're interested in learning more about our consultation services, please fill out the form below and we'll be in touch.
