Why choose me
With over 20 years’ experience working with businesses to ensure they have the right HR guidance and support, I’m well-versed in the advice SMEs need. I work to understand your business, its needs and the people who work for you – I’m not just a business partner, I’m a trusted advisor.
I specialise in complex disciplinary and grievance investigations, along with sickness and performance management. My specialisms, and my experience, mean that I can support businesses in their strategic agendas.
Outside of work, I love watching my daughter play netball and am an avid football fan. I also have a great passion for travel.
With over 20 years’ experience working with businesses to ensure they have the right HR guidance and support, I’m well-versed in the advice SMEs need. I work to understand your business, its needs and the people who work for you – I’m not just a business partner, I’m a trusted advisor.
I specialise in complex disciplinary and grievance investigations, along with sickness and performance management. My specialisms, and my experience, mean that I can support businesses in their strategic agendas.
Outside of work, I love watching my daughter play netball and am an avid football fan. I also have a great passion for travel.
Related services and specialisms from HCR Law
Questions my clients ask me
For employees with less than two years’ service there is no ability to claim unfair dismissal or to criticise the lack of any formal disciplinary process. However, for employees who have accrued two years’ service or more, failing to follow a process can give them grounds to claim unfair dismissal, even if the dismissal itself is considered fair. It is usually sensible to take a more cautious approach and follow a formal disciplinary process if you have concerns.
Yes, although it is advisable to follow a sickness absence process before doing so. If you have fully explored the diagnosis and prognosis of the employees health and determined whether they are disabled within the meaning of the Equality Act 2010, including obtaining medical evidence, consideration can be given to terminating employment. However, it is always advisable to seek advice before doing to minimise any future litigation.
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