Dispute & Exit Advisory

Who this is for

Leaders managing a performance improvement plan, a difficult termination, a redundancy, a Reduction in Force, a Fair Work dispute, or a senior departure with reputational or legal risk. Most commonly engaged when an in-house People leader wants a senior sounding board, or when there is no People leader in the room.

What this covers

• Performance improvement plan design and documentation
• Difficult terminations: process, communication, and risk management
• Individual and group redundancies
• Reduction in Force planning and sequencing
• Fair Work Commission disputes and conciliation preparation
• Senior leader exits with IP, equity, non-compete, or reputational considerations

How it works

Engaged on an hourly basis, typically in blocks of 3–5 hours depending on complexity. Most engagements involve an initial briefing call, a written process recommendation, and support through execution. Some situations require ongoing involvement over days or weeks.

Response time for urgent matters: same business day.

Important note

This is People process consulting — advice on how to run a fair, well-documented process that meets your obligations as an employer. It is not legal advice. For matters with significant legal exposure, we will recommend engaging employment law counsel and can work alongside them on the process side.