We spoke to Mr F who was considering resigning his position as his working environment was very strained. His employer was undergoing a restructure and had prevented Mr F from attending senior management meetings as he had previously done. The damage had been done at this stage and Mr F did wish to leave but wanted to negotiate the best exit package possible. Taking advice from us in the background he was able to successfully negotiate a generous termination settlement and enjoyed a significant period of garden leave.
Mrs R contacted us with concerns regarding her treatment by a new line manager. She had attempted to discuss her concerns with HR who had taken a very informal approach suggesting that "heads should be bashed together”. The situation continued to deteriorate and Mrs R became ill and had to take sick leave. We wrote to the employer detailing Mrs R's concerns and asking for an off site grievance meeting. The employer had not been aware of the issue previously or the impact that it had had on Mrs R. Even though the grievance was only upheld in part, Mrs R was able to negotiate with our help a different reporting line and returned to work shortly afterwards.
Mr A approached us on the verge of resigning but unsure as to his rights. Having explored his rights with him, we resigned on his behalf drawing attention to the recent negative reaction to his protected disclosure under the Whistleblowing provisions of the Employment Rights Act. We managed to obtain a generous severance package and a positive reference and he was employed elsewhere within six weeks of leaving.