Wye HR

11/09/2026

That sinking feeling when a grievance lands on your desk...

Maybe you've never dealt with one before.

Maybe you have, but it was years ago.

Maybe you've just opened a 12-page grievance and you're wondering where to start.

Most managers and business owners aren't HR or Employee Relations specialists. Yet when a grievance is raised, they're expected to run a fair process, investigate concerns and make decisions that can have significant consequences for the people involved.

That might be:

• A breakdown in working relationships
• A bullying or harassment complaint
• A sexual harassment allegation
• A whistleblowing concern
• A grievance full of allegations but very little evidence
• Or simply a situation that has become difficult to untangle

I can help! That might mean walking you through the process, helping you investigate and respond, or carrying out an independent investigation on your behalf.

If I investigate for you, I gather the evidence, interview those involved and provide a clear report with findings. You remain responsible for the decision, but you don't have to navigate the investigation alone.

My aim isn't just to get through the process. It's to help resolve the issue, reduce current and future risk, identify learning opportunities and, where possible, improve working relationships going forward.

If you're staring at a grievance and wondering what to do next, feel free to get in touch.

27/07/2026

For many small business owners, receiving a grievance is something they hope never happens.

And then one lands on their desk.

What do you do next?

Panic? ❌
Ignore it and hope it goes away? ❌
Immediately jump in to defend yourself or the organisation? ❌

A grievance can feel daunting. It often comes with emotion, uncertainty and lots of questions:

"Have we got this wrong?"
"What does this mean for the team?"
"What do I need to do next?"

The first step is to pause.

Read the concerns carefully.
Take time to understand what is being raised.
Reflect before responding.

A grievance is not automatically proof that something has gone wrong, but it is a signal that someone feels something needs to be heard and addressed.

Getting the right support early can make a huge difference.

Not just advice on process, but support from someone who understands both the practical and human side of workplace issues.

Someone who can help you think through:

✔ What are the key concerns?
✔ What information do we need?
✔ How do we approach this fairly?
✔ How do we support everyone involved?

Handling grievances well is not about avoiding uncomfortable situations. It is about creating a fair, thoughtful process where people feel heard and respected.

If a grievance lands on your desk and you’re unsure where to start, getting support early can help you navigate it with confidence.

15/07/2026

As well as offering coaching to Leaders, Managers, and HR, I offer coaching to individuals. Specifically around workplace conflict.

When workplace conflict becomes personal, it can be difficult to see the situation clearly.

Over the years, through supporting organisations with complex employee relations issues and workplace investigations, I’ve seen how challenging workplace conflict can be for everyone involved.

For the person raising a concern, the impact can feel deeply personal. There may be feelings of hurt, frustration, anger, anxiety or a sense of injustice.

Those feelings matter. Being heard matters.

But workplace processes also require clarity - facts, examples, evidence and context. The challenge is that when emotions are high, it can be difficult to step back and separate:

What happened?
How did it make me feel?
What outcome am I hoping for?
Do I want to repair the relationship?

Without that reflection, people can sometimes come out of a process feeling disappointed, unheard or further away from resolution and relationships can become harder to repair.

This is one of the reasons I offer Workplace Reflection & Process Coaching.

Alongside my HR and investigation experience, my psychotherapy training has strengthened my understanding of human behaviour, relationships, rupture and repair and what happens when trust breaks down.

This isn’t legal advice, HR advice, therapy or trade union representation.

It is a confidential reflective space to help individuals:
• make sense of their experience
• prepare for difficult conversations and processes
• separate emotion from evidence
• consider constructive next steps

Sometimes the most important step is creating space to reflect before deciding what comes next.

Do you know someone who may benefit from this?

02/06/2026

That conversation you’re avoiding?
It probably needs to happen now.

Whether it’s performance, conduct, attitude, or behaviour - early informal conversations can stop issues escalating into formal performance management, grievances, or disciplinary action.

Clear conversations set expectations, build accountability, and protect working relationships.

I support managers, leaders, and small business owners with advice, guidance, and coaching to help handle difficult conversations with confidence and professionalism.

Combining HR expertise with psychotherapy training, I help leaders navigate the people side of difficult workplace conversations with clarity, confidence, and compassion.

09/04/2026

Avoiding a difficult conversation at work? It could already be costing you.

Most workplace issues don’t escalate because of one big moment. They build through miscommunication, assumptions, and what’s left unsaid.

As an HR professional with a strong commercial focus, I’ve managed complex workplace cases and investigations where things have already gone too far. Alongside this, my psychotherapy training brings a psychological lens, helping you understand not just the situation, but the person in front of you.

Because how you handle one conversation can impact performance, relationships, and your bottom line.

In a focused 1-hour session, I’ll help you:
• Get clear on what’s really going on, not just the surface issue
• Understand the other person’s likely mindset and triggers
• Plan what to say and how to say it to reduce defensiveness
• Approach the conversation with confidence and control

Handled well, a difficult conversation can strengthen working relationships and protect your business. Avoided or mishandled, it can quickly escalate into something far more time-consuming and costly.

A small investment now can prevent a much bigger issue later.

If there’s a conversation you’re putting off, message me.

And the added bonus? It often feels like you’ve had a therapy-informed space included for free.

07/04/2026

📢 UK Employment Law Update: Are You Ready?

As of yesterday, some important changes to Statutory Sick Pay (SSP) and holiday entitlement and pay have come into effect, and they may shape how you support your people day to day.

🔹 Sick Pay (SSP)
• SSP may now be payable from day one in many cases
• There is more emphasis on early support and managing absence well

🔹 Holiday Entitlement and Pay
• Clearer guidance on calculating holiday pay, especially for irregular hours and part-year workers
• Rolled-up holiday pay is now allowed for eligible workers
• Accrual methods have been simplified, including the 12.07% approach

This is not just about compliance. It is about how you approach conversations, fairness, and trust across your teams.

Now is a good time to:
✔️ Review your policies and contracts
✔️ Check your payroll processes
✔️ Support managers to feel confident having these conversations

Handled well, these changes are an opportunity to strengthen both your practices and your relationships at work.

If you want to talk through what this looks like in your organisation, I am always happy to have a conversation.

18/02/2026

I’m often asked what I actually do in my work, so here’s a quick overview.

I specialise in independent HR investigations, complex case management and coaching managers through difficult conversations. As a TCM accredited Independent HR Investigator and a trainee psychotherapist, my approach is both legally compliant and people‑centred.

I bring a trauma‑informed, psychologically attuned lens to every situation. That means creating space for people to feel heard, reducing the risk of bias, and ensuring processes are fair, consistent and robust. Whether it’s a grievance, disciplinary, sickness absence, conflict between colleagues or a sensitive workplace concern, I focus on handling issues with clarity, neutrality and care.

If your organisation needs support with a tricky situation and you want it managed professionally and compassionately, please get in touch.

05/01/2026

Do you agree with these points?

Some days at work feel like you’re winging it.
Some days feel like you’ve actually got your life together 💭

Maturing at work isn’t about titles, hours, or perfect emails, it’s about the little shifts that make your brain go: “oh, I see now.”

It’s noticing your energy, choosing your battles, and realising that surviving + thriving can coexist 😎

16/12/2025

I’ve recently completed a TCM-accredited Investigator Training as a way to refresh my skills and keep up-to-date.

There are lots of skilled investigators out there. My own approach is shaped by many years of HR case management and investigation experience, alongside my training as a trainee psychotherapist. I focus on combining fair, robust investigative practice with a trauma-informed approach, psychological safety, and an understanding of human behaviour.

I’m very aware of how stressful investigations can be, and how fear, emotion, and power dynamics can affect people’s ability to engage. How we handle conversations really matters and can influence both the experience and the outcome.

Being TCM-accredited reflects my commitment to investigations that are fair, proportionate, and handled with care, while remaining thorough and defensible.