Disciplinary and grievance support built around where you are in the process.

Each of these can stand alone or run together as a case moves forward. Support is practical and case-specific, not generic template advice.

Disciplinary support

Help understanding an allegation, preparing your account, and working through the process from notice to outcome.

Grievance structuring

Turning a list of frustrations into a grievance that's clear, evidenced, and takes the right form for your organisation.

Case preparation & documentation

Building a paper trail, organising evidence, and drafting the correspondence a case depends on.

Hearing preparation

Thorough briefing on what to expect, how hearings run, and how to handle yourself in the room. I'll attend in person where an employer's policy allows it; where it doesn't, preparation beforehand is where the real difference gets made.

Correspondence review

A second pair of experienced eyes on letters, statements, and responses before they go anywhere.

Appeals

Working out whether an outcome is worth appealing, then building the strongest possible case for it if so.

A common question

"Why not just use ACAS?"

A fair question. ACAS is a genuinely good, free service. It's worth being clear though about what it actually gives you and what it doesn't.

ACAS gives you

  • Advice based on whatever you happen to tell them
  • General rules: what an employer should or shouldn't do
  • The same guidance you could find on their website yourself
  • No one asking follow-up questions or drawing out details you didn't think to mention

ViamHR gives you

  • Someone asking the questions that pull the full picture out of you
  • That guidance applied specifically to your case, not generic rules
  • Structure: a proper paper trail, a properly built response
  • Someone making sure every base is actually covered before it matters

ACAS tells you what the rules say. This is about making sure your specific case is actually built properly around them.

Another common question

"I've got a union rep, why would I need this?"

Be in a union. Everyone should be. A workplace with strong union membership is a safer, fairer workplace for everyone in it. That's not a caveat: it's the starting point.

This isn't positioned against that. It isn't for people whose rep already has the time and experience to build their case properly either, if that's you, you're in good hands already. It's for the gap that sometimes exists alongside good union representation: reps carrying a lot of cases at once, or a situation where having someone with no other stake in the workplace look at things fresh is genuinely useful. Having sat on the union side of that table for years myself, I've seen how often even a strong rep still benefits from another set of eyes on a case, not instead of the union, alongside it.

Your union rep is often exactly what you need

  • Representation and negotiation rights the union provides directly
  • Deep knowledge of your specific workplace and its history
  • Collective backing, part of what union membership is for

Where a second set of eyes can still help

  • Extra capacity when a rep is stretched across many cases
  • A fresh, impartial read with no other workplace relationships to weigh up
  • Time spent purely on structuring your case properly
  • Support that sits alongside your union rep, not in place of them