Employee Relations, Discipline and Exits
Difficult people matters handled fairly, on record and with care.
Disputes are won or lost on process, so every step is taken and recorded. Where a matter needs a lawyer, we will tell you early.
Who it's for
- Managers facing a disciplinary case
- Organisations planning a restructure or redundancy
- Leaders needing a confidential second view
What's included
- Fair disciplinary processes, kept on record
- Redundancy consultation advice
- Resignations, handovers and system access removal
- Final dues computations
- Confidential advice on sensitive cases
What you get
Usual engagement: On demand, or within a retainer
Typical deliverables
- Case file, letters and meeting notes
- Redundancy consultation plan and criteria
- Exit checklist for handover and access
- Final dues computation
How it works
- 1
Listen
A confidential conversation about what happened and what you need.
- 2
Plan the process
Fair steps, letters and timeline agreed before anything is sent.
- 3
Run it properly
Meetings, hearings and consultation handled and recorded with you.
- 4
Close cleanly
Outcome letters, handover, access and final dues settled.
More detail
Process is where most employment disputes are won or lost. A fair decision can still go wrong if the steps were skipped or never written down.
We make sure each step is taken and recorded. Where a matter needs a lawyer, we will tell you early.
More on who it's for
- Managers facing a disciplinary case or a working relationship that has broken down
- Businesses that want exits handled cleanly, from handover to final dues
- Leaders who need a confidential second view on a sensitive case
More on what's included
- Disciplinary processes run fairly and on record, from investigation to outcome
- Redundancy consultation advice: genuine consultation, fair selection criteria and statutory notice
- Resignations and exits, including handovers and removal of system access
- Confidential advice for management on sensitive cases
More on deliverables
- Case file with letters, meeting notes and outcome
- Investigation and hearing letters
- Redundancy consultation plan and selection criteria
- Exit checklist covering handover and access
More on how it works
- Listen: A confidential conversation about what has happened and what you need.
- Plan the process: The fair steps, the letters and the timeline, agreed before anything is sent.
- Run it properly: Meetings, hearings and consultation handled and recorded alongside you.
Compliance notes (Kenya)
Process is where most employment disputes are won or lost.
In Kenya, that means a fair hearing under section 41 of the Employment Act 2007 before any dismissal for misconduct.
Redundancy falls under section 40, with notice to the labour officer and fair selection criteria.
Related services
Start with a free discovery call
A free 20-minute call about where your HR stands and what would help most. No obligation. We will reply by email to arrange a time.