Background
Our client is a London-based hospitality company with a number of brands and a large number of venues across the city. When the company approached us in 2022, it had experienced a period of instability in its small HR team which had led to a number of resignations, including that of its HR Manager and HR Business Partner.
Problem
The company was left with a large number of Employment Relations issues, including a number of long-running disciplinary and grievance processes which had not been effectively managed. There was a significant risk of unfair dismissal and constructive unfair dismissal claims if the situation was not recovered.
Solution
One of EMLโs consultants was assigned to work at the clientโs London head office for 2 days per week over an initial 3 month period, the idea being that she would manage the live ER issues whilst the company appointed a new HR team. Our consultant became the clientโs Employee Relations manager and worked closely with the management team to bring all of the outstanding issues to a successful conclusion, which included taking the decision-making role in a number of disciplinary investigations.
Outcome
Our client had all outstanding ER issues concluded and received no related Employment Tribunal claims.ย The assignment was extended several times and our consultant continued to work on site for more than a year, taking on a wider role within the clientโs team, and advising on a range of other HR matters and projects, including implementing a redundancy programme for its major high-street restaurant chain.ย EML continues to work with the client on an ad hoc basis.
If you would like more information on any of the services described in this case study, please contact EML on 01942 727200 or email enquiries@employeemanagement.co.uk
