Employment Law in Edinburgh is ever-changing. Each year brings ever higher awards at a tribunal. When staff relationships go wrong, we can deal with this time-consuming difficulty for you. Absolutely HR, Employment Law advice in Edinburgh offer many different aspects of service to support you through this troubling time. From drafting invite letters, through to carrying out meetings effectively, we are here at each stage to offer our HR support. Our HR advisors in Edinburgh can handle written warnings, dismissal, and more.When it comes to Employment Law advice in Edinburgh, we work with our clients from the initial phone call to discuss potential solutions – whatever it is regarding the issue you are facing. We are HR advisors, and thus we are here to give our advice, based on real-world experience and practical solutions. We excel at working with the real issue and getting to the bottom of it.

As HR advisors, our aim is to provide our clients with an understanding of how they can deal with the difficulties which arise in ways which benefit their business, giving effective resolution to the problems facing them.

Absolutely HR, Human Resources in Edinburgh, are an effective management solution for your own personal HR. We also work with our clients in a clear and understood way, and always work with our clients to ensure that their desired outcome is understood and can be achieved before the onset of any action.

• Looking into the incident leading to the potential disciplinary action
• Setting up an initial disciplinary investigation
• Send an invitation to the member of staff to a disciplinary hearing
• Carrying out a disciplinary hearing
• Writing up notes from the disciplinary hearing and dealing with the outcome
• Providing feedback to Directors/Managers regarding outcome of the disciplinary action
• Reporting back to accounts for filling in HR file outcome of action (disciplinary action, warning letter etc)
• Participating in any appeal and dealing with appeal notes and letter for and on behalf of directors

• Looking into initial grievance and starting an investigation
• Sending an invitation to the member of staff to a grievance hearing
• Carrying out a grievance hearing
• Writing up notes from the grievance hearing and dealing with the outcome
• Providing feedback to Directors regarding outcome of grievance
• Reporting back to accounts for filing in HR file outcome of action (grievance action, warning letter etc)
• Participating in any appeal and dealing with appeal notes and letter for and on behalf of directors