Being able to navigate and address difficult issues with employees can help minimise loss and disruption to your business - and avoid potential litigation. Such issues can absorb management time and will often need skill, experience and an independent approach to reach a successful conclusion. Examples include:

Exits - managing people exiting the organisation safely and compliantly whilst maintaining business reputation

Absence management - controlling absence and addressing poor attendance records will help you to reduce sickness absence and reduce cost and disruption to your business

Performance management - setting clear performance and behavioural expectations and using compliant processes for addressing inappropriate performance need careful and skilful management in order to avoid legal challenge

Harassment/bullying - addressing and eradicating all forms of bullying in the workplace is an essential aspect to employing people. 

Maternity/Paternity - the legal framework for parental issues has grown in recent years and can be complex and confusing

Organisational change management - as your organisation evolves there will be the need to manage change both effectively and lawfully. Communicating the drivers for change, proposing and consulting on the change itself, managing staff transition and implementing the change requires dedicated time and expertise to be effective. 

Employee surveys - seeking staff feedback and responding accordingly can greatly improve working lives, increase motivation and add to your bottom line