Welcome to our Workplace Insights section. Here you'll find clear, practical guidance on employment rights, workplace issues, and how we support employees in real-world situations. The content is designed to help you understand common problems, recent developments, and your options, with straightforward explanations you can rely on. For tailored support, you can contact us directly.
When you're bringing a complaint before the Workplace Relations Commission (WRC) or an employment tribunal, clarity is crucial. It's not enough to say, "I was treated unfairly" — you need to explain what happened, why it matters, and how it breaches the law.
Inappropriate behaviour at work doesn't stop at the shop floor. It climbs boardroom stairs, slips into HR offices, and often settles quietly behind executive titles. Senior managers and HR professionals are not immune to bullying, exclusion, or interpersonal dysfunction—but they are uniquely isolated in how they experience and respond to it.
Employees facing internal workplace processes such as investigations, grievance hearings, or disciplinary hearings are often entitled to bring someone with them for support. However, confusion is common—both among employees and employers—about what that companion can and cannot do. Misunderstandings about this role can lead to unfair restrictions...
If you've been interviewed as part of a workplace investigation—whether it's related to a grievance you raised or allegations made against you—one important but often overlooked question is this:
If you're in a dispute with your employer, one of the most powerful tools available to you is your right to submit a Data Subject Access Request (DSAR) under the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.
If you're in a dispute with your employer, one of the most powerful tools available to you is your right to submit a Data Subject Access Request (DSAR) under the General Data Protection Regulation (GDPR).
Workplace Bullying is a Health & Safety Risk — Not "Just a Personality Clash"
In popular culture—and in many workplaces—we're taught to see strength in confrontation. Stand your ground. Speak up. Push back. Confront the bully.
We were supporting an employee recently in a case involving a return to work after an injury. His employer had provided a verbal assurance of support and a "collaborative" approach. The HR manager — let's call her Karen — was calm, polite, and didn't use any legal language.
If you've got less than 2 years' service, the wrong move could cost you your job — and leave you with no legal protection.