SHRM-Atlanta Workshop on HR Investigations

Recent Employment Tribunal decisions highlight the crucial role of workplace investigations. The quality of an investigation sets the foundation for the entire process. In the case of Somanje v Morar North Berwick Ltd (April 2025), the Tribunal criticised the internal investigator for lacking proper training in conducting investigations and making decisions on harassment complaints. The failure of the investigating manager to document, involve HR, and address key allegations led to a flawed investigation, with training deficiencies playing a significant role. This case serves as a stark reminder that even well-meaning managers and HR professionals can struggle without adequate training and guidance. A thorough and fair investigation safeguards all parties involved: the complainant, the respondent, and the organisation. Please find the judgment in the comments. #WorkplaceInvestigations #EmploymentLaw #Leadership #FairProcess #Professionalism

In the last of our audio clip series on fair workplace practices and HR investigations, Victoria Blake, Principal HR Consultant, explains why investigations must always be carried out and why a fair disciplinary process is essential, even in cases of gross misconduct. Listen here ⬇️ #EmploymentLaw #HRInvestigations #StoneKing

Disciplinaries and grievances aren’t just HR formalities… When handled well, they protect your people, your culture, and your business integrity. In SME businesses, it could be tempting to deal with issues informally, but brushing things under the carpet can lead to bigger problems down the line. Here’s how SMEs can approach disciplinaries and grievances with confidence and care: 👂 Create a culture of openness Encourage employees to speak up early. Whether it’s about a concern, a conflict, or a mistake. When people feel safe to raise issues, you can resolve them before they escalate. 📋 Have clear, accessible policies Even if you have a smaller team, everyone should know how to raise a grievance or what to expect from a disciplinary process. Clarity of this will build trust and ensure consistency. 🧑⚖️ Be fair, not fearful It’s not about punishment, it’s about accountability. A fair process gives everyone a voice and helps you make informed, balanced decisions. 🕰️ Act promptly, not reactively Delays can damage morale and credibility. Concerns should be addressed as soon as they arise, while facts are fresh and emotions are manageable. 🤝 Focus on resolution, not blame The goal isn’t to “win” an argument, it’s to find a way forward. Whether it’s mediation, training, or a formal outcome, aim for solutions that support growth and restore trust. 💬 Keep communication human Behind every policy is a person. Approach every conversation with empathy, clarity, and respect. This isn’t always easy, especially when you’re wearing multiple hats as a business owner, but getting this right protects your people and your business. If you need help reviewing your existing policies, or navigating a disciplinary or grievance process, The HR Dept are on hand to support you. #BusinessManagement #BusinessAdvice #HRConsultancy #HR #SMESupport #SMEBusiness #Portsmouth #Southampton #BusinessOwners #B2BServices

Our Employment team at Stone King has created a series of audio clips offering advice on fair and compliant workplace practices and effective HR investigations. In our latest episode, Victoria Blake, Principal HR Consultant, highlights the critical role of investigations in ensuring fair and legally sound disciplinary processes. Listen here ⬇️ #EmploymentLaw #HRInvestigations #StoneKing

Disciplinaries and grievances aren’t just HR formalities… When handled well, they protect your people, your culture, and your business integrity. In SME businesses, it could be tempting to deal with issues informally, but brushing things under the carpet can lead to bigger problems down the line. Here’s how SMEs can approach disciplinaries and grievances with confidence and care: 👂 Create a culture of openness Encourage employees to speak up early. Whether it’s about a concern, a conflict, or a mistake. When people feel safe to raise issues, you can resolve them before they escalate. 📋 Have clear, accessible policies Even if you have a smaller team, everyone should know how to raise a grievance or what to expect from a disciplinary process. Clarity of this will build trust and ensure consistency. 🧑⚖️ Be fair, not fearful It’s not about punishment, it’s about accountability. A fair process gives everyone a voice and helps you make informed, balanced decisions. 🕰️ Act promptly, not reactively Delays can damage morale and credibility. Concerns should be addressed as soon as they arise, while facts are fresh and emotions are manageable. 🤝 Focus on resolution, not blame The goal isn’t to “win” an argument, it’s to find a way forward. Whether it’s mediation, training, or a formal outcome, aim for solutions that support growth and restore trust. 💬 Keep communication human Behind every policy is a person. Approach every conversation with empathy, clarity, and respect. This isn’t always easy, especially when you’re wearing multiple hats as a business owner, but getting this right protects your people and your business. If you need help reviewing your existing policies, or navigating a disciplinary or grievance process, The HR Dept are on hand to support you. #HumanResources #SMEBusiness #Edinburgh

Attention all Business Owners In Sleaford! We are holding a seminar in your area and you are invited to attend an exclusive, free seminar in Sleaford, designed specifically for business owners and senior managers. This session will provide essential updates on the new Employment Rights Act and the implications it will have for all employers. In addition to the legislative changes, the seminar will also cover key areas of employment law and workplace compliance, including: The new 2025 changes – The Employment Rights Bill, described as “the biggest upgrade to workers’ rights in a generation”, contains a total of 28 employment law reforms. Most of these changes will be introduced through secondary legislation, with several undergoing a consultation process first. HOT TOPIC’S 1. Employee Rights Bill 2. Day one rights, including unfair dismissal and SSP (under review already!) 3. Probationary periods 4. The four-day working week 5. Trade Unions 6. Zero-hour contracts Policies/Employee Contracts and Handbooks – How to get them to safeguard your business. Grievance/Disciplinary Procedures/Short Term Dismissal - The future is changing with grievance procedures. Recent official figures show record numbers of absenteeism in the UK – How to manage and reduce absenteeism. Employees Mental Health – Employers legal responsibilities. The number one reason for long term absenteeism. Conduct v Capability – Understand the differences and handle correctly. Recruitment & Retaining Staff – Professional tips on recruiting and retaining the best staff. This is a valuable opportunity to gain clear, practical guidance from experts in the field, helping you to ensure compliance and reduce risk within your organisation. Seminar Details: Wednesday 30th October 2025 Registration + welcome drinks 09:30 Event starts 10:00 Break with drinks 11:15 Finish + questions 12:30 Please note spaces are limited and allocated on a first come, first served basis, so please contact me direct to secure your space. There is no cost to attend and no obligation – simply an opportunity to stay informed and better prepared for the upcoming changes. We look forward to welcoming you.

Handling a POSH Complaint – The HR’s Responsibility Beyond Compliance Ensuring every employee feels safe, respected, and heard is paramount for HR leaders. When faced with a POSH (Prevention of Sexual Harassment) complaint, our response shapes the organization's culture and credibility. Here’s a structured action plan for HR professionals: 1️⃣ Acknowledge & Assure Confidentiality – Respond promptly, assure confidentiality, and build trust. 2️⃣ Refer to the Internal Committee (IC) – Forward the complaint to the IC for immediate action; HR facilitates without investigating. 3️⃣ Preliminary Assessment & Conciliation – IC may offer conciliation if requested, without monetary settlement. 4️⃣ Formal Inquiry Process – IC conducts a fair, time-bound inquiry, ensuring both parties are heard. 5️⃣ Interim Relief Measures – Provide temporary relief like transfers or paid leave for comfort and neutrality. 6️⃣ Inquiry Report Submission – IC submits findings to the employer and parties within 10 days. 7️⃣ Action & Implementation – Management acts on IC’s recommendations within 60 days. 8️⃣ Documentation & Reporting – Maintain confidentiality, keep records for 3 years, and report in the annual POSH report. A robust POSH process showcases integrity, empathy, and a commitment to a safe workplace beyond mere compliance. Let’s foster cultures where speaking up is encouraged, knowing HR upholds fairness, dignity, and justice. #POSH #HRLeadership #WorkplaceSafety #EmployeeTrust #Inclusion #HRBestPractices #Compliance #HRIntegrity

HR Tip No. 042 Employee discipline is not about punishment -  it’s about correction and growth. Stay Objective, Not Emotional. Focus on behavior, not personality. Avoid disciplining in anger. #NQaLawFirmTips

Employees often assume HR exists to protect them. But HR’s role is to protect the employer. That doesn’t mean you shouldn’t file a complaint of discrimination or sexual harassment — it means you should understand how the process works. When you complain to HR: • They are required to investigate, but the investigation may prioritize protecting the company. • Their notes and reports belong to the employer, not you. • What you say can influence how the company builds its response. HR is part of the legal structure of the company. Knowing that helps you approach complaints strategically — and ensures you protect yourself while using the process available.

I still remember one of my first calls as an HR consultant. A manager rang in a panic because an employee had made a complaint. They were convinced HR would “take sides.” By the time we spoke, tension had already spread through the team. Rumours were swirling, mistrust between colleagues who used t be friends, and an eerie silence in the lunchroom. Here’s the reality most people never see. HR is not here to pick a side, it's here to protect fair and legal process. It is our job to make sure both the business and the individual are treated fairly. That means listening, documenting, and helping everyone find the next step that is fair, lawful, and human. Sometimes that means tough conversations. Sometimes it means protecting confidentiality even when people want answers. And sometimes it means reminding leaders that fairness is not weakness, and they are dealing with people, not robots. HR is not your friend or your foe. HR is the bridge between people and policy, between fairness and function. Good HR is calm, consistent, and clear. It gives every person in the room the same opportunity to be heard and to move forward with dignity. That is how you build workplaces that are safe, not scary.