The benefits of hiring an HR consultant

Jan 10, 2024 | Blog

The benefits of hiring an HR consultant

As a business owner, line manager or HR professional, sometimes we are faced with a situation that is complex and risky. I’m talking about grievances that perhaps have wide ranging repercussions – perhaps an employee has complained about a senior member of the team or made allegations relating to health and safety, discrimination or whistleblowing. You know the stakes are high and you also know it’s going to take an awful lot of time to deal with.

This is where getting an HR consultant in to deal with this issue is a strong move. Saving you time is one reason, however in this blog I share some other reasons why getting someone like me in is a good idea:

Impartiality and Objectivity: As an external HR consultant, I bring an unbiased perspective. I’m not influenced by internal politics or relationships, allowing for a more objective assessment of the situation.  This neutrality ensures fair treatment and reduces the risk of favouritism or bias.

Expertise and Experience: I specialise in conflict resolution and have a breadth of experience dealing with various workplace issues. This expertise offers unique insights, best practices, and effective strategies that an internal team might not possess.

Confidentiality and Trust: Employees might feel more comfortable sharing sensitive information with an external consultant, as there may be concerns about confidentiality within the business. This trust can encourage open communication, leading to a more comprehensive understanding of the situation.

Reduced Conflict of Interest: Internal HR teams might face conflicts of interest when handling grievances involving colleagues they work closely with or have personal connections to. Bringing in an external consultant like me mitigates this conflict, ensuring that decisions are made solely based on the merits of the case.

Legal Compliance and Risk Mitigation: As an HR consultant, I am well-versed in employment laws and regulations and keep myself and my knowledge up to date. My involvement can ensure that the grievance process adheres to legal requirements, reducing the risk of potential legal repercussions for the employer.

Working with someone like me can provide a fresh perspective, specialised expertise, and a fair, objective approach to resolving internal grievances, ultimately contributing to a healthier and more transparent workplace environment.  It will also ensure you deal with any issues that arise rather than leave them brushed under the carpet.

If you would like some assistance with a grievance or investigation, please contact me for an informal and no obligation chat by emailing [email protected]

Navigating Internal Conflict – The Power of Skilled Mediation for In-House HR Teams

Dec 28, 2023 | Blog

Are you part of an in-house HR team frustrated by the challenges of resolving internal conflicts? If so, you’re not alone.

Internal conflict resolution can hit a snag for various reasons but fear not! Here are some common hurdles and ways to overcome them:


1. Lack of Participation: Sometimes, parties may be reluctant to fully engage in a process to resolve the conflict, hindering progress. Try and encourage open communication and suggest mediation, emphasising the benefits. Remember that participating in mediation is entirely voluntary and no one should be forced into it. I’m always happy to have an informal chat with anyone who is unsure if they want to participate.

2. Imbalance of Power: In certain cases, there may be an imbalance of power between parties, affecting the dynamics when trying to resolve internally. A skilled mediator can mitigate this by creating a safe and unbiased space for all involved however it might make people reluctant to start so reassuring people that it is a safe space will really help.

3. Inadequate Preparation: Insufficient preparation by both parties can impede the effectiveness of any informal internal process. Encouraging parties to come prepared with their concerns and desired outcomes is essential. As a mediator I make sure I am clear on what the issues are, how it has impacted them, what their needs and goals are so I can help facilitate a positive outcome.

4. Lingering Resentment: If conflicts have been ongoing, deep-rooted resentment may persist despite best efforts (another reason why mediation should be a first resort and not a last resort). Regular follow-ups and continued support may be necessary to address any lingering issues. It is sometimes helpful to encourage the parties to share their agreement with a trusted manager, for example in HR, so that they can offer inhouse, onsite support ongoing to ensure their agreement is kept to.

5. Miscommunication: Misunderstandings usually occur during an escalating conflict. Active listening and clear communication can help prevent misinterpretations and facilitate meaningful dialogue. I always find it helpful to summarise at regular intervals to check that we are all clear on what is being discussed.

6. Lack of Closure: Some internal grievance processes may not result in a clear resolution, leaving parties feeling unsatisfied. During mediation, we explore alternative approaches or best-case alternatives to an agreement where these might be appropriate, as well as discussing what the worst-case scenario will be if they don’t reach an agreement.

Recognising these challenges underscores the importance of a seasoned, neutral mediator. Internal processes hold value, but an external mediator can deftly navigate these complexities.

Remember, you don’t have to navigate these choppy waters alone. Let me be your resolution partner. Reach out and I can help!

Would you know what to do if one of your team was experiencing a mental health crisis?

Dec 8, 2023 | Blog

Would you know what to do if one of your team was experiencing a mental health crisis?

It was on Boxing Day a few years ago when I received a call from a line manager.  I was HR Manager at the time for a hotel company. The line manager had been contacted by one of their team who was in a strange city, miles from home, asking them to have them sectioned.

What would you do?

This manager wanted to call the employee’s next of kin, however they had specifically asked them not to.

What would you do?

I don’t think anything can really prepare you for a call like that.  It will always be shocking and you will always be torn by what to do for the best.  Most of us aren’t medical experts, however we do want to help.

The truth is, there is no definitive correct answer, as everyone is different.  However, I can tell you what I advised, and what happened, in the hope that you may feel a little bit more comfortable if you ever receive a similar call.

1.When is a mental health crisis an emergency?

First things first – if there is a danger to life, it IS a medical emergency.  

Encourage the person to either call 999 or get themselves to a hospital.  In this instance, the manager called the employee back and with the help of Google Maps found their way to the nearest hospital.

I would urge against calling an ambulance yourself, unless you are with the person, or you know exactly where they are.  If you can, get them to call themselves.

2. What if it’s not an emergency?

Plenty of people will experience mental distress or feelings of despair but it isn’t life threatening.  If you receive a call or are with someone who is going through this, the best thing you can do is just be there and listen.  You do not have to fix their problems for them (and you probably can’t anyway), but you can just be there for them.  

  • Encourage them to call Samaritans if you can – 116 123.  They are open 365 days of the year – always there to listen.  
  • Encourage them to speak to a family member, a friend, or someone else they trust. 
  • Encourage them to seek professional help, perhaps their own GP or NHS 111.
  • Try not to talk about your own experiences or situation, or what you would do.  Stick to listening, and making it about them and how they are feeling.  In fact, the less you say, the better.

In this instance, the line manager received a few calls from the employee in distress over the course of a few days whilst they were in hospital, and they just listened.

3. Do you call their next of kin?

This is a question I get asked a lot.  People are torn between what their gut is telling them and respecting the wishes of the employee.  It is a tough call.  I can only tell you what I would do. If I have ever been worried about the welfare of an employee, I have always called the next of kin, and it has always been the right thing to do.  Don’t forget that when they provide these details to you at the start of employment, it is for “in the case of an emergency” and isn’t a mental health crisis an emergency?

In this instance, the line manager DID call the next of kin and the family were able to get to the employee and support them.  It was the right thing to do.

4. Look after yourself

Receiving a call from someone in distress can be distressing for you too!  Remember to look after YOU! Find someone trusted to talk to yourself, even if it is just to get the words out. Practice self care yourself and do something that brings you joy.  Remember that you cannot save people, you can’t fix their problems, but you CAN be there, you CAN listen and you CAN encourage them to find their own solutions or help.  That’s enough.

The small print – I am not a medical professional, however I am a Mental Health First Aider and trained Samaritans listening volunteer.  I am sharing with you the benefit of my own experiences of helping people in distress and advising others in my HR life who have found themselves in that situation.  I hope this has helped.

#hr #hrconsulting #mentalhealth #employee #help

Navigating Employee Appeals:  The Crucial Role of an External HR Consultant

Dec 4, 2023 | Blog

What do you do when an employee appeals a decision during a disciplinary process?

Picture this: after a meticulous disciplinary procedure, you’ve made a tough decision to dismiss an employee for gross misconduct. Just when you thought the process was behind you, an appeal lands on your desk.

Appeals are a vital part of the fair process, as stipulated by the ACAS code of practice on disciplinary procedures. However, handling these appeals presents unique challenges, especially for small businesses or those navigating limited internal resources.

Enter the solution: an external HR consultant to oversee the appeal process. Here’s why this can be your smartest move:

  1. Neutral and Objective Perspective: External consultants bring impartiality, ensuring a fair hearing that’s free from internal biases. Their objectivity ensures decisions are based solely on the case’s merits.
  2. Expertise in Employment Law: While internal managers may lack legal expertise, HR consultants offer in-depth knowledge of employment law, ensuring compliance and minimizing legal risks.
  3. Fresh Insights and Experience: Consultants offer diverse HR experience, providing innovative approaches and spotting potential pitfalls that might be overlooked internally.
  4. Reduced Conflict of Interest: Bringing in external consultants alleviates conflicts of interest arising from internal involvement in the dismissal process, ensuring transparency and objectivity.
  5. Confidentiality and Efficiency: Maintaining confidentiality, consultants streamline the process, avoiding delays often caused by internal scheduling conflicts. Their efficiency expedites resolution.
  6. Enhanced Credibility: External oversight enhances the appeal’s credibility, fostering trust among employees and demonstrating a commitment to fair processes.

When an appeal arises, seeking external expertise ensures fairness, compliance, and efficiency. As an experienced HR consultant, I specialize in overseeing appeals. Get in touch today for an informal chat about how I can help you.