• This webpage is most probably the most important page on this website.
• Even if you don’t bother to read any of the other pages on this website, make sure you read this web page.

Psychology of grievance, sickness, disciplinary, capability and performance processes:

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Over the past 15 years of helping thousands of employees like you, Amy and I came to realise that there is a psychological process behind the HR Department’s grievance, disciplinary, capability, sickness absence, and performance procedures.

It is not until you actually go through any one of the above processes that you come out of it realising that you never had the upper hand. Chances are, this is the first time you’ve been subjected to a grievance, disciplinary, capability, sickness or performance process, yet your employer has been through this process hundreds of times.

Having navigated the grievance, disciplinary, sickness, and performance processes with our clients over the past 15 years, we have realised that it is akin to a game of chess. Chances are, whoever plays a better game is likely to win.

This is where Amy and I can help you, because we know all the dirty tricks your employer and the HR Department will play. Don’t be fooled for a moment that you can go through this process alone, because that is exactly what your employer counts on!

The job of the HR Department is to be seen to be acting reasonably, but not to actually act reasonably. Thus, don’t fall foul!

Over the past 15 years, Amy & I have seen a pattern of egregious and Machiavellian behaviour by the HR Department.

Have no doubt that this conduct is to wind you up and cause you needless stress and anxiety in the hope that you crack and chuck the towel in, and ultimately leave your employment. In fact, this is exactly what your employer counts on; to attritionally grind you down in the hope that you will quit your job and simply walk away, or write something back in anger so they can fire you. It happens!

The evidence of this becomes clearer as you proceed through the grievance, capability, disciplinary, sickness and performance process with your employer.

Sometimes the underhandedness is subtle. Any one incident in isolation may seem innocuous. However, put together, the gaslighting by the HR Department forms a ‘pattern of behaviour’.

The worst part of it is, that your managers are guided by the idiots in the HR Department, and are told what to do by the HR Department. Thus, you eventually end up getting bombarded from all angles!

Your employer will do any of the following:

• Send you emails on a Friday at 16:55 hours, knowing full well that you will stew all weekend over their email, and hopefully write something back in anger, which the employer can then use against you.
• Send you emails after working hours to ensure you don’t sleep well and have ruminating thoughts all night. Even when you ask the employer to stop sending emails after hours, they continue to do so.
• Deliberately delay responding to your emails or allege they never received your email.
• To have multiple people in the HR Department or management contact you to deliberately stress you out. (Good cop / bad cop).
• To place unreasonable deadlines on you, i.e., asking you to respond by Friday at 5 pm when nobody is going to be in the office to receive your reply until Monday morning!
• To arrange meetings when they know it conflicts with other meetings, which you have to attend.
• To exclude you from meetings and then play dumb that they forgot to invite you!
• To arrange meetings on your day off.
• Speaking to your workplace colleagues about you to undermine your credibility.
• Applying arbitrary timeframes upon you to comply with unreasonable management instructions.
• Failing to provide you with minutes of meetings or making inaccurate minutes of meetings.
• Threatening you with disciplinary action if you fail to comply with a ‘reasonable management instruction’.
• Call into question your abilities, capabilities and competency.
• Accusing you of bullying and/or harassment and then subjecting you to a disciplinary investigation.
• Digging something up that you have done (or not done), usually in the past 12 months, and then subjecting you to a disciplinary. This could include anything from the emails you have sent, such as sending work emails to your personal email address, or not following the Company’s IT policy, to looking at your browsing history.
• Messing with your pay. Either forgetting to pay you or making an error in your pay in their favour.
• Sending someone to your house to do a welfare check on you due to alleged concerns about your wellbeing.

All the above are the dirty tricks we have seen employers play over the years, and dozens more!

However, don’t be put off. We are here to help you. Any employer who pulls such dirty tricks will receive the full wrath of Sam Stone! One past client of ours read the letter which we wrote for him and laughed, saying the employer had been “Sam Stoned”!

As avid chess players, Amy & I always look ahead.

Every letter we write for you, we write for the benefit of your employer’s Legal Department. The guidance we give you is to protect you moving forward. As employment consultants, we know all too well the pitfalls your employer will expose you to, because not only have we helped thousands of clients, we have also been through the grievance, disciplinary, sickness, and performance processes ourselves, which is why we sued our own employers and took them to the Employment Tribunal.

Remember, we created this website to help you! We created this website to educate you, so that you know your employment rights UK.

When we write letters for you, we write the letters for the benefit of your employer’s Legal Department, not the HR Department.

We make sure your employer is aware of your statutory rights under UK law. The type of letters we write will fire a warning shot over the employer’s bow to make sure they know that they are not dealing with a dummy.

Honestly, you just can’t do this alone. It would be akin to trying to fly an aeroplane with no experience.

Snakes & Ladders:

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Going through a grievance, disciplinary, capability, sickness or performance process is like a game of snakes and ladders. When you start out, you are at the bottom of the board, and your employer is already at the top of the board.

What you have to do is go up the ladders step by step and make sure that your employer comes down the snakes until you are above the employer and its HR Department, and eventually, we control and manipulate the process. We can assist you in doing just that!

Amy & I can hold your hand throughout the entire process from start to finish. We can guide you and warn you in advance of what your employer is likely to do, so that you can obviate the common mistakes, which we so very often see employees make.

You only get ONE CHANCE to do this right, so make sure you do just that!

We only charge £35 for an initial telephone consultation up to one hour. During the initial telephone consultation, we can discuss your employment position, where you are at, what you need to do, and why you need to do it.

We work seven days a week to support our clients because we know all too well, having trodden this path ourselves, that your employment issues don’t just end on a Friday afternoon!

If you take the time to read through our testimonials page, you will have a holistic view of the level of support, which we have provided our clients since 2011.

Go on, pick up the phone, reach out to us so we can help you. Remember, you only get ONE chance to get this right.

Call us on 07775943414 9-5 UK time Monday to Sunday or email us at myrightsuk@protonmail.com

It will be the best £35 you have ever spent!

Don’t be a lapdog, be a Rottweiler!

Artificial Intelligence:

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We agree AI is a great tool. However, do NOT use AI to write your grievance letter.

In any event, AI is not going to be there to assist you or hold your hand during the internal process with your employer.

However, we can! Amy & I can help you and guide you through your problems with your employer.

We can prepare you for a grievance meeting or disciplinary hearing.

We can walk you through a PIP or capability process, and tell you what to watch out for.

We can prepare you for a sickness absence meeting or what not to say to occupational health.

What we can do, is what AI cannot do.

Not only can we guide you, but we will give you the confidence, support and ability to fight your corner, and moreover, to arm you with the knowledge of your statutory rights, so that you can challenge your employer with confidence. Don’t be a lapdog, be a Rottweiler!

Forewarned is forearmed!

Thanks for taking the time to educate yourself and better prepare yourself for the journey you are about to embark on – Sam & Amy.