Executive Advisory & Employment Relations

Some workplace situations reach a point where the right path forward is not immediately clear, the stakes are real, and the cost of getting it wrong is significant.

A complaint that may or may not warrant investigation. A performance process that could create more problems than it solves. A workers compensation matter intersecting with employment obligations. A proposed termination carrying adverse action risk.

These situations sit in a specific gap: too complex for a generalist HR team to navigate alone, but not yet at the point where legal advice is the only option.

Many of my clients already have an internal HR function. Others do not. I am engaged when a situation requires specialist workplace relations expertise, independent judgement or strategic advisory that sits beyond the capability or capacity available internally.

Where a matter warrants legal advice, I help prepare the brief for external counsel and support implementation of that advice.

I help businesses understand what is actually driving the situation, consider the options and determine the most practical and defensible path forward.

Often, the presenting issue is only part of the challenge. A performance concern may be masking a capability gap. A conduct matter may reflect broader leadership or organisational issues.

• Strategic advice on complex performance, conduct and employee relations matters
• Assessment before commencing formal performance or disciplinary processes
• Workers compensation, medical incapacity, return to work and fitness for work advisory
• Without prejudice and deed of release strategy
• Redundancy process design and adverse action risk management
• Review and redrafting of HR documentation for procedural fairness and legal defensibility
• Employment relations and award and agreement interpretation
• Preparation of briefs for external legal counsel
• Strategic advisory before legal escalation becomes necessary
• Early intervention and fact-finding before formal processes are commenced

• HR is unsure of the best next step
• A workplace matter is escalating
• The business wants a second opinion before taking action
• A situation carries significant consequences if handled incorrectly