FAQs

I just have a small business, can I afford your services?

​What is your success rate?

Are your services confidential?

​Will you blame us?

Do you have insurance?
Can someone sue us if we contact you?
When should we hire you and when should we call a lawyer?
What if I’m wrong I’ll just make things worse?
Do they have to be a paid employee?
Why do we need you, can’t we just do this ourselves?
Can I have my lawyer present at the assessment?


I only own a small business, can I afford your services?
Yes. When we established this company one of our goals was to provide expert HR services to small businesses as well as larger firms that don't have their own human resources department, as well as to large organisations. We aim to make our services affordable and available to everyone be it a large corporation or a company with just a few employees. Usually our fee is about 1%-4% of the cost saving of having staffing challenges, see our prices page.


What is your success rate?

To date 100% of our clients said the situation was better or significantly better, 78% said it was significantly better. One way or another we will help you solve the problem, we will either help turn the person/people around or we will help you exit them. We guarantee a successful resolution or we will refund 75% of our fee. To date not one client has asked for their money back.

Furthermore we empower employers to solve other problems within the business. Many of our clients have said they cannot believe the difference our service has made to their business. Most of our clients see a 10-30% profit increase, because employee problems are so expensive. We have had companies that have doubled their profits when the staffing problems have been solved!


Are your services confidential?
Yes, all enquiries are treated as strictly confidential. We understand that privacy is a very important to all our clients. At the first assessment both parties will sign a strict confidentiality agreement. Please note, if someone is in danger of death or serious harm (mental or physical) we reserve the right to break confidentiality. We have been featured a lot in the media recently, we only use examples from clients who give us permission to use their information for media releases. For example, on our story about Serial PGers we had four clients who were experiencing this problem. Only one wanted us to use their story and that's the only one we used. 


​Will you blame us?

​We have found one of the big reasons why people don't ask for our help is they are worried we will blame them for what has happened. Maybe a manager knew they shouldn't have hired a staff member or maybe they know they should have acted a long time ago. Whatever has happened we work hard not to blame people but to help them bring about a positive solution for the future.


Do you have insurance?

Yes, we have professional indemnity, public liability and statutory liability insurance. To date we have not made a single claim on our insurance.


Can an employee sue us if we contact you?
No, it is not illegal to raise genuine concerns about an employee. Many managers are afraid to raise genuine concerns for fear of being taken to the Employment Court. Our aim is to help you turn around unhappy or underperforming employees rather than dismiss them. We try and offer second chances where we can.

If our advice is likely to result in legal action we will explain this very clearly to you. In that case, we strongly suggest you talk to a lawyer and take time to think before you do anything. We can provide a list of great employment lawyers but most of the time our clients prefer to use their own lawyers.

It is important to note that even if you have acted properly and someone has no grounds for a lawsuit they may still try it anyway. In these cases it is unlikely they will succeed, and often the high cost prohibits people from doing this. Many employers think the Employment Tribunal is only on the side of  employees, this is untrue, it acts fairly to both parties.


When should we hire you and when should we call a lawyer?
If you have grounds to dismiss someone instantly for serious misconduct, a “summary dismissal,” you should call an employment lawyer. For everything outside a summary dismissal we can help. We have a lot of clients who come to us when they are not sure what to do or how serious the problem is. We can conduct an investigation to detect the full extent of the problem.

If any of our advice/suggested course of action may result in legal action we will strongly advise you to consult a lawyer. 
Please note, if you do have grounds to dismiss someone "on the spot," you still need to follow a process. We strongly recommend that you seek legal advice before you do this.

What if I’m wrong I’ll just make things worse?
Our staff can offer an independent person to talk to, giving you the chance to freely assess the situation without pressure from other staff/managers.


Do they have to be a paid employee?
Not necessarily, we work with people in voluntary or unpaid positions too.

Why do we need you can’t we just do this ourselves?
Most managers are trained in accounting and business management, very few are taught how to manage people. Our staff have psychological training, so we know how to work with people.

Can I have my lawyer present at the first assessment?
In most cases the answer is yes, particularly if it is about a difficult or challenging employee. However, if the situation involves an employee with a mental illness then it may not be appropriate. We would like to know prior to the assessment who will be present.