Common questions

Performance issues are one of the most common situations I help business owners with. The right approach depends on whether the issue is capability, motivation, or something else entirely. Acting early and properly protects you and gives the employee a fair chance.

A grievance needs to be handled formally, calmly, and on time. Getting the process wrong, even unintentionally, can create significant legal risk. I help business owners understand what they're obliged to do and what to say.

Possibly, but only if you follow the right process. Long-term sickness requires careful handling: occupational health involvement, reasonable adjustments, and a fair procedure before any decision is made.

Disciplinary situations range from persistent lateness to serious misconduct. The ACAS code of practice sets out the expected process, and failing to follow it can increase any tribunal award. I help you do it properly the first time.

Difficult behaviour including attitude, resistance, and low-level disruption, rarely resolves itself. Early, well-documented conversations are usually the most effective route. I help you have them in a way that protects you and moves things forward.

Redundancy is a legitimate business decision, but only if the role is genuinely no longer needed and the process is followed correctly. Cutting corners here is one of the most common routes to an unfair dismissal claim.

We spend 60 to 90 minutes working through the situation together. By the end, you'll know exactly what to do next, what to say, and what to avoid. You'll receive a written summary within 48 hours. No jargon, no waffle. Just a clear decision.

No. Just bring the situation as you know it. I'll ask the right questions to understand what's going on and what needs to happen. Most people find the conversation itself clarifies things they hadn't fully thought through.

Both. The session gives you clarity and a clear path forward. If you need more hands-on support, including letters, formal processes or ongoing involvement, I can step in and handle that too. We agree what is needed as we go.

That's exactly what the Employee Situation Check is for. Answer a few questions and I will help you work out where things stand and what, if anything, needs to happen.

The Fix This Employee Issue session is designed for exactly this. If you are dealing with a live employee issue and need a clear next step, book a free 20-minute call. If you are unsure whether it is the right fit, email team@magentahrconsulting.co.uk with a short outline.

Before. Almost always before. Early advice gives you more options, lower risk and a better outcome. By the time a situation becomes formal, some of your options have already gone. Getting clarity while things are still informal costs far less than fixing a process that has already gone wrong.

Yes. Supporting managers through difficult conversations before they happen is one of the most valuable things ongoing support provides. Knowing what to say, what to avoid, and how to document a conversation properly can prevent a minor issue from becoming a formal one.

Entirely normal. Growth creates people challenges. As teams grow, roles evolve, new managers take on responsibility, and the dynamics shift. The situations that come up at 10 people are different to those at 30. Having someone who understands those transitions and can help you navigate them is part of building a team that works.

Because it reflects the value of having the right decision made quickly by someone who has handled these situations for 20+ years. Most business owners tell me they wish they'd done it sooner. Getting it wrong costs significantly more in time, risk, and morale.

Yes. Depending on the situation, we can agree additional involvement: from occasional sense-checks to more regular support. Monthly packages start from £350 + VAT.

Usually within a few days. Book a free 20-minute call and choose a slot that suits you.

Yes. I work with owner-managed businesses across Oxfordshire, the Cotswolds, Buckinghamshire, and Berkshire, and remotely with businesses anywhere in the UK. Most sessions are held online.

Yes. Most of my clients are owner-managed businesses without a dedicated HR function, where people decisions fall directly to the founder or a small management team. That's exactly who this is designed for.

Yes. I work with business owners across Oxford, Banbury, Witney, Bicester, Abingdon, and the wider Oxfordshire area, both in person and remotely.

For clients in Oxfordshire, the Cotswolds, and surrounding counties, in-person sessions can be arranged. Most ongoing work is handled remotely, which most clients find more convenient.

Yes. Working with an independent HR consultant means you deal directly with one person. Someone who knows your situation and your business, and doesn't hand you off to a junior team. That's the model.