Frequently Asked Questions

I work with small and medium-sized businesses (SMEs), as well as individual employees who need independent HR support. Whether you need help managing a people issue, reviewing your processes, or understanding your rights or responsibilities, I provide clear, practical guidance. 

I support a wide range of HR matters, including employee relations (disciplinary, grievance, absence, and performance), HR documentation, manager guidance, and organisational change. My focus is on helping you handle situations fairly, confidently, and in line with best practice.

A retainer gives you ongoing access to HR support on a consistent and predictable basis. We agree in advance the level of support you need, including scope, availability, and monthly cost, so you always know what’s covered.

With a retainer in place, you can come to me as issues arise, whether that’s day-to-day advice, manager support, or guidance on more complex employee matters. This provides continuity, helps resolve issues more quickly, and supports more consistent decision-making across your business.

Retainers are designed to be flexible and proportionate to your organisation. I will work with you to ensure the level of support reflects your size, needs, and risk profile, so you have the right level of HR input without paying for more than you need.

I provide the same level of professional, confidential HR support you would expect from an in-house HR function, but on a flexible basis. This means you can access experienced HR expertise without the cost or commitment of a full-time hire.

No. I provide independent, evidence-based advice and guidance, but all decisions remain with you as the employer. My role is to help you understand your options, risks, and responsibilities so you can make informed decisions.

Yes. My work is grounded in current UK employment law, the ACAS Code of Practice, and CIPD best practice. I focus on ensuring processes are fair, proportionate, and defensible.

I aim to respond promptly, particularly where there are urgent or sensitive employee relations matters. Timescales will depend on the complexity of the issue, but I always agree these with you at the outset.

I offer flexible pricing options, including ad hoc, fixed-fee, retainer, or weekly intensive support. I confirm scope, fees, risks, and timescales in writing before any work begins so you have full clarity.

Yes. Many clients come to me for support with a specific issue, such as a disciplinary, grievance, or complex employee situation. I provide focused, practical guidance to help you manage it properly.

Yes. If you need regular advice or consistent input, I can provide ongoing support through a retainer or structured arrangement, giving you access to HR guidance as issues arise.

Yes. I can draft or review letters, policies, and HR documentation to ensure they are clear, appropriate, and compliant with current best practice.

Yes. A key part of my work is supporting managers through people issues, helping them feel confident handling situations fairly, consistently, and professionally.

I have experience working in fast-paced, multi-site environments including logistics, retail, and operational settings, as well as providing consultancy support across a range of sectors. My approach is adaptable to different business needs.

The process starts with an enquiry and an initial review of your situation. I then confirm the scope, fees, risks and timescales in writing, and support begins once terms and payment are confirmed. 

For employer support, I may ask for organisation and site details, a summary of the issue, key contact and decision-maker details, any live deadlines or meetings, and relevant policies or correspondence. The workflow notes also refer to practical onboarding information such as headcount, contracts, timelines and any union involvement where relevant. 

No. The documents state that services do not include legal representation, tribunal advocacy or external solicitor or barrister costs unless agreed in writing. My role is to provide practical HR advice and support, not legal representation.

I handle all work with strict confidentiality and professionalism. As a Chartered MCIPD member, I adhere to high ethical and professional standards at all times.

No. I act independently and will not support both sides in the same matter where a real or perceived conflict of interest exists. If there is a conflict, I will decline the instruction. 

Yes. You can come to me at any stage. I can review your current position, identify any risks, and help you move forward with a clear and structured approach.

My approach is built around being clear, practical, and genuinely independent. I focus on giving straightforward, honest advice that you can actually apply in your business, rather than overwhelming you with theory or complex HR language.

I combine strong employment law knowledge with hands-on operational experience, so I understand not just what “should” happen, but what works in practice in busy organisations. This means my advice is always grounded, proportionate, and aligned to the realities you are managing.

I also place a strong emphasis on fairness, consistency, and transparency. I help you make decisions that are not only commercially sound, but also defensible and aligned to good practice, reducing risk while maintaining trust with your people.

Because I work independently, my advice is unbiased and focused on helping you achieve the right outcome for your business. I aim to build long-term, trusted relationships where you feel confident coming to me with issues early, not just when they become difficult.

If you are unsure which support option is right for your business, the best next step is to make contact so I can confirm the most suitable route based on your situation. 

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