Client Case Studies

We advise across the whole HR spectrum.

Case Study #1: Growing Pains

The Challenge

When Wealth Co first approached us, they were feeling the pinch of growing pains. As the business grew, so did their HR challenges. From managing employee contracts to navigating everyday absence issues, the business owner was struggling to stay on top of it all. He didn’t have an HR department and certainly didn’t have the expertise. Stress levels were high, time was short, and he knew he needed help.

What We Did

We got to work designing an HR strategy that would take the pressure off the business owner, free up his time, and allow the business to grow without the added HR headaches.

• We Audited Employee Contracts – We audited their template contract of employment and made amendments to ensure it met all legal requirements while minimising the risk of employment tribunals.
• We Issued a Staff Handbook – A big part of the issue was that they had no policies, so employees did not know what the processes were—for example, reporting sickness or performance management. We drafted clear policies on Absence Management and Flexible Working, in addition to all other required HR policies such as Whistleblowing and Grievances.
• Set up regular Supervision – We helped them set up regular 1:1s to ensure employees were performance-managed effectively.
• Training – We provided bitesize coaching for managers to assist them with onboarding employees, absence management, and performance management.
• Ongoing HR support – The managers had access to ComplexHR for any HR issues they encountered. It was important to us that they asked questions before acting to ensure they managed HR issues effectively.

The Result

Employees and managers understood the processes and what was expected of them. Employee turnover decreased as people felt more supported. With more structure in place, the business owner spent less time managing basic HR issues.

Why did it work?

Every small business is unique, and we get to know you and your business. We tailor everything to fit your needs, culture, and budget.

Case Study #2: Long-Term Absence

The Challenge

The Managing Partner of a law firm contacted us because a fee-earner had been off for 6 weeks and he envisaged it becoming a long-term issue. He was afraid to contact the fee-earner for further information because her Fit Note had stated ‘stress’.

What We Did

We drafted a step-by-step plan for the Managing Partner on how to manage the fee-earner’s absence.

• Communication – We reassured the Managing Partner that reasonable communication was permitted and, in any case, the employee needed to know that the firm was there to support her.
• Consent to apply for a GP report – A letter was drafted for the Managing Partner to send to the fee-earner explaining that the firm would like to know what they could do to support her, including reasonable adjustments to support a return to work. Her consent was required for this.
• GP report requested – Once consent was provided, we drafted a letter for her GP requesting details on the diagnosis, prognosis, treatment, suggested reasonable adjustments, and whether the stress would be classed as a disability.
• Ongoing HR support – We assisted the Managing Partner with responses to any emails from the fee-earner, as he was nervous about what he could say and did not want to put the firm at risk of accusations of disability discrimination. Once the report was received, we discussed what would be considered ‘reasonable’ and agreed on a plan for a phased return to work.

The Result

The fee-earner felt supported to return to work, and the absence did not carry on indefinitely, encouraged by open channels of communication with the firm.

Why did it work?

While employees need to be supported, they also need to be held accountable. While a person may be sick, they are still required to follow the correct procedures for reporting absence. Many business owners don’t realise that they do not have to sit back and let the absence continue—there are steps they can take to progress the process.

Case Study #3: Disciplinary Action

The Challenge

Our client required assistance with a potential disciplinary issue that required expert guidance to navigate effectively. A member of their team had received multiple complaints from colleagues regarding their inappropriate behaviour, including aggressive language and disruptive conduct during meetings. The client was concerned that if not handled properly, the issue could result in a formal grievance and potentially a tribunal claim.

What We Did

• Explained the process from start to finish – We outlined the options available to our client, such as no disciplinary action (and the risks of not dealing with it formally) vs. formal disciplinary action and the level of warnings available. We discussed what witnesses may be required to give statements and how to log these statements. An investigation was not required in this instance, so it proceeded straight to a formal hearing.
• Provided a template Disciplinary Invite letter and script – We drafted a disciplinary invite letter for the client outlining the allegations, the right to attend with a companion, and the purpose of the hearing. A script for the meeting was also provided.
• Post-hearing support – After the hearing, we were available for the client to call us, and we discussed the level of warning that may be appropriate given the allegations and the employee’s response.
• Template outcome letter – A letter was drafted for the client to send to the employee, outlining the outcome of the meeting and the right to appeal.

The Result

The client felt confident that the process, including the hearing, had been undertaken correctly, which reduced the risk of an appeal and/or tribunal claim. Ensuring the process is carried out fairly and in accordance with the ACAS codes is essential in reducing any costly risk to the business.

Case Study #4: Absence Management

Client

Digt. Co – Digital Marketing company with 20 employees.

The Challenge

Digt. Co had always prided itself on being a flexible and employee-friendly company. But as their team grew, so did the number of unplanned absences. The business was suffering from an increasing number of ad-hoc sick days and last-minute requests for time off. Managers were struggling to keep track of everything, and it was affecting productivity and team morale. The HR system they had was minimal at best, and absence management was becoming a chaotic guessing game. Employees often took days off without clear communication, and there was no way to accurately track or manage the situation.

How did we help?

• Established Clear Policies – A clear and simple absence management policy and leave policy were created. Employees needed to know how much leave they were entitled to, how to request it, and what was required in terms of notice. A clear reporting absence process was also required.
• Management of Absences – There were a number of employees who had been taking frequent ad-hoc days off sick, which was starting to affect the team. Managers were afraid to address these issues. We supported them to ensure they knew what was permitted to be asked and what was not. Where there were underlying causes such as personal issues, work-related issues, or underlying health problems, we supported the managers in managing and supporting the employees.
• Return to work interviews – After 2 days’ absence, or where an employee was regularly having ad-hoc days off, RTW interviews were implemented. It ensured that employees were held accountable for their absence but also made sure managers identified any potential issues early on and provided support where required.

The Result

Absenteeism decreased significantly, and managers felt more on top of any issues in the early stages.

Why did it work?

We understood that Digt. Co wanted a supportive, flexible culture, but they also needed to balance that with operational efficiency. Our approach wasn’t about micromanaging absences—it was about creating a simple, structured process that worked for everyone. By focusing on clear communication, accessible tools, and proactive support for employees, we helped the business reduce absenteeism without sacrificing their positive workplace culture.