Risk, resolved. On the record.

The situation

A domiciliary care provider collapsed mid-contract; our client took on the service — and, under TUPE, its 38 staff — with eleven days’ notice.

Handled

Due-diligence on inherited terms in 48 hours, measures consultation run inside the eleven days, payroll mapped before day one. Two inherited disciplinary cases concluded properly in the first month.

Outcome

Zero tribunal claims. CQC registration continuity maintained. The service kept running and 36 of 38 staff were still in post a year later.

The situation

Three grievances landed in one week from the same kitchen — two cross-accusations and one against the head chef, in a business with no HR function at all.

Handled

Marcus ran all three hearings inside a single structured fortnight, separated the personal from the procedural, and coached the GM through the outcome conversations.

Outcome

Resolved in 19 days, no claims, both chefs still employed. The kitchen got a working rota policy out of it — the actual root cause.

The situation

A site supervisor eighteen months absent, exhausted occupational-health routes, and a director ready to ‘just end it’ — which would have ended at tribunal.

Handled

Capability process run on medical evidence, genuine adjustments explored and minuted, the final decision taken on grounds that would hold.

Outcome

Employment ended fairly with an agreed reference; no ACAS escalation. The director now phones before acting, which is the real win.

The situation

A whistleblowing-adjacent allegation against a director — the kind of case where getting the process wrong is more dangerous than the allegation.

Handled

Independent investigation with counsel-checked terms of reference, evidence log and witness programme run over five weeks; findings reported to the board with recommendations.

Outcome

Concluded with both parties retained and the protected-disclosure exposure closed. The board adopted all four recommendations.