Case Study 1 Client: UK Care & Support Organisation Sector: Health & Social Care Service: Employee Relations Grievance Investigation Safeguarding Management Advice
A care organisation approached Shawthorpe following the escalation of a complex employee relations matter involving allegations raised by an employee concerning management, colleagues, and workplace practices.
The situation had the potential to become highly disruptive, with multiple individuals involved and the possibility of reputational, employee-relations and employment-law risk for the organisation.
The client needed an experienced HR partner who could take an independent and structured approach, establish the facts and ensure the organisation followed a fair and defensible process.
Shawthorpe provided end-to-end HR support, including:
- Reviewing the allegations and existing evidence
- Establishing an appropriate investigation process
- Preparing investigation questions
- Conducting structured interviews
- Reviewing documentary evidence
- Identifying inconsistencies and areas requiring further investigation
- Advising management throughout the process
- Considering safeguarding and employee-relations implications
- Preparing comprehensive investigation documentation
- Advising on appropriate next steps following the investigation
We acted as an independent HR partner, allowing management to remain focused on operating the organisation while Shawthorpe managed the HR process.
The Outcome
The organisation was able to move from an increasingly complex employee relations situation to a structured, evidence-led process with a clear audit trail and defined next steps.
Management gained confidence that the matter was being handled appropriately, fairly and consistently, while reducing the risk associated with informal or poorly documented decision-making.
Shawthorpe’s role: Independent HR partner and investigation support.
Key result: A complex employee relations matter was brought under control through a structured investigation and evidence-based HR process.
Case Study 2 Protecting an Employer During a High-Risk Employment Dispute Client: UK SME Sector: Professional Services Service: Employment Dispute Tribunal Risk Settlement & Financial Exposure HR Advisory
A client approached Shawthorpe following the termination of an employee relationship that had subsequently developed into a potential employment tribunal dispute.
The former employee had submitted a detailed Schedule of Loss containing several financial claims.
The employer needed immediate specialist HR support to understand the allegations, establish what had already been paid, identify discrepancies within the claimed losses and assess the potential exposure.
Shawthorpe undertook a detailed review of:
- The employee’s Schedule of Loss
- Contractual documentation
- Notice entitlement
- Redundancy payments
- Holiday entitlement and payments
- Payroll records
- Payslips
- Previous correspondence
- Termination documentation
- The employer’s position and supporting evidence
We then provided management with a clear assessment of the areas requiring challenge and the evidence available to support the employer’s position.
The Outcome
The review identified discrepancies within the employee’s financial claim, including amounts already paid by the employer.
Rather than responding reactively, the client was able to approach the matter with a clear evidence-based position and a better understanding of its actual financial exposure.
The work demonstrated the value of bringing HR expertise into an employment dispute early, particularly where seemingly straightforward calculations can materially affect the employer’s position.
Key result: Improved understanding of potential liability and a robust evidence base from which to manage the dispute.
Case Study 3 Outsourced HR Partner for a Growing Care Organisation Client: Care & Support Organisation Sector: Health & Social Care Service: Retained HR Employee Relations Contracts & Policies Management Support
The organisation was growing and dealing with increasingly complex people-management issues.
Management were spending significant amounts of time dealing with employee relations issues, absence, conduct, performance and workplace concerns, while also needing to maintain compliance within a highly regulated environment.
They did not need a traditional internal HR department.
They needed an experienced HR partner who could operate as an extension of the management team.
Shawthorpe provided ongoing HR support across the employee lifecycle.
This included:
- Day-to-day HR advice
- Employee relations support
- Disciplinary and grievance processes
- Absence management
- Contractual advice
- Policy guidance
- Management support
- Investigation assistance
- HR documentation
- Advice around employee conduct and performance
- Strategic guidance as the organisation developed
Rather than simply providing policies and templates, Shawthorpe worked directly with management to help them make better people decisions.
The Outcome
Management gained access to an experienced HR function without the cost and commitment of building a full internal HR department.
The organisation was able to deal with difficult employee matters more confidently, maintain better HR records and introduce a more consistent approach to employee management.
Key result: Shawthorpe became an extension of the management team, providing ongoing HR capability without the overhead of a full internal HR department.
Case Study 4 Turning a Difficult Employee Situation into a Managed HR Process Client: UK SME Sector: Care & Support Service: Employee Relations | Conduct | Performance | HR Risk Management
The client was experiencing persistent difficulties with an employee, including concerns regarding conduct, working arrangements and relationships with colleagues.
The situation had begun to affect management time and wider team dynamics.
Management wanted to act but were concerned about making the wrong decision or failing to follow the correct process.
Shawthorpe reviewed the circumstances and advised management on the appropriate HR strategy.
We helped the organisation distinguish between:
What the business knew
What it could evidence
What needed investigating
What required formal action
We then supported the organisation through the appropriate HR process, ensuring that decisions were based on evidence rather than frustration or assumption.
The Outcome
The client moved from an increasingly difficult informal situation to a structured, documented and professionally managed employee relations process.
Management had clarity over the available options, and the organisation was better positioned to make an informed decision.
Key result: Reduced management uncertainty and a clear, defensible HR process.
Case Study 5 HR Health Check – Identifying Risk Before It Becomes a Problem Client: Growing UK SME Sector: Business Services Service: HR Audit Compliance Contracts Policies Risk Management
The business had grown quickly, and its HR documentation had developed organically.
Although the organisation had employment contracts and policies in place, management were unsure whether everything remained appropriate as the business had changed.
Shawthorpe conducted a structured HR Health Check covering areas including:
- Recruitment
- Employment contracts
- Pay and benefits
- Working time
- Performance management
- HR policies
- Employee records
- HR processes
This reflects the areas covered within Shawthorpe’s existing complimentary HR Health Check.
The Outcome
The organisation received a clear picture of its HR position, including areas requiring attention and practical recommendations for improvement.
Rather than waiting for an employee dispute, grievance, or compliance issue to expose weaknesses, the business was able to identify and address potential HR risks proactively.
Key result: A proactive HR risk-management plan rather than reactive problem solving.
Case Study 6 Redundancy & Organisational Change Client: UK SME Sector: Commercial Business Service: Redundancy Consultation HR Documentation Management Advice
The business needed to restructure its workforce due to changing commercial requirements.
Management understood that redundancies might be necessary but wanted to ensure that the process was approached carefully, consistently, and fairly.
Shawthorpe supported management throughout the process, including:
- Reviewing the proposed organisational changes
- Advising on the appropriate process
- Preparing documentation
- Supporting consultation
- Advising managers
- Reviewing contractual considerations
- Calculating relevant employee entitlements
- Preparing termination documentation
- Supporting communication with affected employees
The Outcome
The organisation was able to implement the required organisational changes through a structured and professionally managed HR process, allowing management to focus on the wider commercial requirements of the business.
Key result: Organisational change delivered with structured HR support and appropriate documentation.
Case Study 7 From Ad-Hoc HR to an Embedded HR Function Client: Growing UK Organisation Sector: SME Service: Outsourced HR Strategy Employee Relations Policies Management Support
The business had reached the point where HR issues were becoming too complex to manage informally.
Managers were dealing with employee matters alongside their existing responsibilities, resulting in inconsistent processes and significant management time being spent on HR.
Shawthorpe effectively became the organisation’s outsourced HR function.
We introduced a more structured approach covering:
People > Policies > Processes > Performance > Risk
We provided ongoing advice, documentation and management support while ensuring that HR remained aligned with the commercial objectives of the organisation.
The Outcome
The business gained an accessible HR function without having to immediately recruit an internal HR team.
Managers had somewhere to turn when difficult issues arose and employees benefited from more consistent HR processes.
Key result: A scalable outsourced HR function that grew alongside the business.