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We can advise, assist and support you in implementing strategies for effective employee relations, and in improving employee communication and feed back. More »


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We can help you to develop a positive grievance policy and procedure, together with forms to use for raising grievances and resolving them. We can train and support your managers in dealing with grievances, and spot difficulties before they become a formal grievance. We can supply you with standard and customised letters and documentation to use with your grievance policy. We can provide an independent investigator for complex grievances, providing you with a report, notes of meetings, and evidence

And especially and gathered during the investigation. Our advice line will ensure you are able to confidently move forward in dealing with grievances, and focus on resolution. We can help to resolve workplace conflict if the grievance relates to employee relationships or causes difficulties within the team.

Policies & Procedures

Does everyone understand your grievance policy? Are your managers trained to deal with grievances? Do your employees and managers focus on resolutions rather than complaints? HR-asap can review and re-write your grievance policy and procedure so it is clear to follow. We can support your managers with training, advice and support in using the procedure. We can also conduct investigations if the grievance is complex, helping you to focus on the primary issues and potential resolutions.

Identifying issues and potential solutions

Do you find that grievances raised are always lengthy and you don’t know what the real issues are? Do you find that the points raised in the grievance are valid, but difficult to resolve? Do you find there are usually more people aggrieved at the end of the process than there were at the start? HR-asap can assist you in identifying and agreeing the issues to be addressed, and focussing on resolving the grievance. Having an independent and experienced consultant look at a grievance and talk it through is often beneficial in deciding how to deal with it.

Informal processes

Do you deal with minor complaints and issues as soon as you become aware of them? Should you permit an individual who comes to you with an issue to be accompanied at informal stages of a grievance policy? Should you record outcomes when you aren’t using a formal stage of the policy? HR-asap can assist you in identifying how to use informal and formal stages of your policy and can train your managers to approach each situation appropriately. Our training and advice will support you in addressing and seeking early resolution.


Doyou investigate issues raised as a grievance or complaint? Does your manager investigate the issue before or after receiving the grievance? Are there benefits to having someone independent, who is experienced in HR and employment law, to investigate grievance issues? HR-asap can answer your questions on investigations, ensuring that they are properly conducted. We can also provide an independent investigator for issues raised in the grievance to gather evidence for you, report back and help you to focus on resolution.

Management training

Are your managers properly trained in how to deal with employee complaints and grievances? Are you confident that managers always act fairly, objectively and consistently when dealing with ‘difficult’ people and/or difficult issues and sistuations? HR-asap can train your managers to give them the confidence to deal reasonably with grievance and other employee issues, supporting and advising through our advice line if required.

Customising solutions to fit the case

Do feel you skim the surface with grievances and don’t drill down to the real issues? Are you fair and consistent in dealing with issues raised? Do you find it difficult to focus on resolutions when someone just wants to be heard? HR-asap can help you to look at the facts of the case alongside any other circumstances that need to be taken into account so that the solution fits the case.

Notes of formal meetings

Do you employ experienced notetakers who are competent in recording grievance meetings? Are you confident your managers will use the correct language in recording meetings? Are the notes your company produces able to withstand scrutiny at an Employment Tribunal? HR-asap can record formal grievance meetings for you, produce notes speedily alongside any other documentation you require, and can advise managers hearing the case. Alternatively, we can train your confidential administrative or HR staff in notetaking for formal meetings.


Do your managers know how to conduct formal meetings in accordance with your grievance policy, ACAS codes of practice, and what is expected of a ‘reasonable employer’? How will your managers deal with employee representatives at grievance meetings? Do managers follow a set procedure for the formal meeting? Will your managers focus on potential resolution? HR-asap can provide training for your managers and act as an advisor, either in person or remotely, for formal meetings. We can offer guidance to managers on how to deal with a specific case, and talk through potential outcomes following the meeting.


How do you deal with appeals fairly and objectively? Do you have a set procedure to follow at grievance appeals? Who will hear an appeal in your organisation? Does the person hearing the appeal feel s/he is undermining the person who heard the case if the outcome is different? HR-asap can offer advice and support in all aspects of grievance procedures, including appeal meetrings. We can supply a notetaker or advisor if required.

Workplace conflict and mediation

How do you deal with the subject of a grievance who often then becomes aggrieved themselves? If relationships are fraught following a grievance being lodged how will you ensure the individuals and team work together effectively? Are your managers able to step back and support all parties involved? HR-asap can support managers and employees in dealing with workplace conflict and offering mediation to seek to restore working relationships.

Linking to other appropriate procedures (eg disciplinary, bullying and harassment)

How would your managers handle allegations of bullying raised in a grievance? Are your managers confident in moving issues from a grievance into other internal policies and procedures? Is appropriate guidance and support available for your managers? HR-asap can train your managers to give them the confidence to deal reasonably with all grievance and employement issues, supporting and advising through our advice line if required.

Identifying development needs

Would your managers recognise that sometimes issues highlighted through a grievance policy identify necessary training or development for one or more employees? How would they record and deal with this? Who would be expected to take any actions? HR-asap is that friendly voice at the end of a line – you can talk it through with us and we will offer appropriate advice and support.

Continuous performance management

How do you deal with performance issues identified through a grievance process? How do you ensure performance and development is appropriate to your organisation’s needs? What do you do if someone is failing? HR-asap can assist your managers with training, coaching and our advice line: support by phone, e-mail or face to face to suit your needs.