Employer support · Across Ireland
Clear expectations. Constructive conversations. Considered decisions.
Practical support for employers managing underperformance, probation concerns and difficult workplace conversations. Understand the issue, plan an appropriate process and give people clarity about what happens next.
The initial conversation gathers details and helps assess suitability. Substantive advice and support are provided under an agreed appointment and fees.
Start with understanding
Performance concerns can place pressure on managers, colleagues and the person involved. Clear expectations and a structured conversation can help establish what is happening and what support or improvement may be needed.
We help employers consider the context, review the records and plan a proportionate approach. The aim is a manageable process with clear communication, rather than a predetermined outcome.
What we help with
Support with repeated concerns about standards, productivity or work quality, including how to describe the issue and plan a constructive response.
Reviewing concerns, relevant documentation and proposed next steps before decisions about probation are made.
Considering the circumstances where someone is struggling to meet role requirements and the questions that need to be addressed before action.
Preparing managers to explain concerns clearly, listen to the response and communicate the proposed next steps respectfully.
Help developing clear objectives, support arrangements and review points appropriate to the role and circumstances.
Support with meeting preparation, correspondence, notes and review records within the agreed scope of the appointment.
How we work with you
The work is tailored to the concern and the stage reached. We agree the appointment and fees before providing substantive advice or preparing documents.
Provide contact details, a short outline and any relevant meeting or review dates.
Maria gathers the initial information for Melissa to review. This is a suitability discussion rather than a detailed legal advice consultation.
Confirm suitability, potential conflicts, availability, the adviser, scope of work and fees.
Consider role expectations, specific concerns, previous discussions, relevant policies and the records available.
Help identify an appropriate approach and prepare the agreed meeting materials, correspondence or performance plan.
Support consideration of progress and further options where included in the appointment. Decisions remain with the appropriate employer decision-maker.
What the appointment can include
You may need help with one conversation or a more involved process. We clarify the support required rather than assuming every enquiry needs the same package.
Any additional meetings, ongoing reviews or later formal stages should be expressly agreed. The appointment does not automatically include every subsequent step.
Choosing the right service
In this service, we support the employer with advice and preparation. This is different from an appointment as an independent investigator or mediator.
If the issue involves a disputed complaint, workplace conflict or proposed dismissal, a different or additional service may need to be considered. Any change in role is assessed for suitability and potential conflicts.
Before your first conversation
Explain the broad performance issue, the role involved and what support you are seeking.
Mention any previous discussions, current performance plan or proposed action.
Highlight any upcoming meetings, probation review dates or other time-sensitive matters.
Please keep the initial outline brief. Avoid sending personnel files, health information or detailed records about other people until an appropriate way to receive further material has been agreed.
Employer questions
No. You can enquire before a formal process begins or when concerns have already been raised. We assess the stage reached and discuss the support that may be suitable.
Yes. Assistance with objectives, support, review arrangements and documentation can form part of an agreed appointment. The plan should reflect the role and circumstances rather than simply reuse a generic template.
Yes. We can consider the relevant background, documentation and proposed next steps. Any advice about extension or termination depends on the particular circumstances and should be obtained before a decision is made.
Mention the issue when enquiring, without sending sensitive records through the initial form. These circumstances may affect the appropriate advice and process and require individual consideration.
The role we undertake is agreed for each appointment. Support may involve advice, planning and documentation; do not assume that meeting attendance or decision-making is included. The employer’s responsibilities and the person making decisions should remain clear.
No outcome should be assumed at the start. A performance plan can help clarify expectations, support and review arrangements. Any further action needs consideration in light of the circumstances and progress.
No service can guarantee that a claim will not arise. Clear communication, appropriate support and careful records can help the employer manage concerns more consistently and make informed decisions.
Maria gathers initial details for Melissa to review and helps assess suitability. This is an intake conversation rather than detailed legal advice. If we can assist, the adviser, scope and fees are agreed before work begins.
Fees depend on the support required, the stage reached and the proposed work. We explain the scope and fees before appointment; ongoing reviews or further formal stages should be agreed separately where needed.
Yes. We accept enquiries from employers across Ireland. Availability and practical arrangements are discussed when assessing the enquiry.
Start the conversation
Tell us briefly what is happening and the stage you have reached. We will gather the initial details and consider whether we can assist.
