UK Leading Experts in Workplace Conflict Resolution: WELCOME TO HR & DIVERSITY MANAGEMENT. Our article, Workplace Investigation Toolkit, has been published in EDGE online by the ILM. Sep 2012. The best for your erection is generic levitra. It has a very soft effect and you can be sure that you will treat your problem and after you can finally start having sexual acts without any pills. Try also Vardenafil 20mg (Levitra) drug as it was named as the best one in 2014. Read more here: Employees affected by abuse, bullying, or other conflict at work — Bullying in the Workplace


Tel: 07734 701221 or 01793 338888


We specialise in workplace bullying related conflict.


We can help you with;


We specialise in:


Ask about our Case Assessment and Settlement Agreement services.

If you believe you are being bullied at work, call us for FREE confidential help.

‘At HR & Diversity Management we commit to provide FREE and practical help, on a confidential basis (similar to ACAS) relating to any concern or dispute that you face in the workplace today.  Our advisers are all CIPD trained and have specialist skills in conflict resolution.  We may be able to help point you to other experts who can help you.  ‘We will advise you of your employment rights and point you in the right direction with regard to due process and best practice.   Our website contains lots of practical tips and points on Employment Law and Case Law.  It’s a question of ‘follow the yellow brick road’.  We will point you in the right direction.’

Terms & Conditions; Please see below for our full Terms & Conditions.


If you are facing a disciplinary or formal process at the moment, it can be a daunting, worrying, time.  If you have recently been suspended or even dismissed and you believe your employer has not followed the correct procedure, you should seek advice.

You need to act quickly as, the general ‘rule of thumb’ requires employees to do something about it within a three month time-frame.

If you have recently, quite suddenly, lost your job – with no satisfactory written explanation, you may have been subjected to an unlawful process or even wrongful dismissal.  Does any of this sound familiar?

If you have been made Redundant and you do not believe your employer has treated you fairly, seek advice immediately.  You only have a small time-frame of 3 months to take action.

Have any of the above circumstances (disciplinary, suspension, dismissal, redundancy) occurred because, in your view, you raised concerns or submitted a formal complaint?


Where there is divide and working relationships are strained, we can help.  We would start by carrying out a Case Assessment.  We focus on Employment Law, Case Law, in-house policies and business risk – and advise you with regard to the merit of your case. Following this we would offer to engage on a Without Prejudice basis with the parties, where both parties were willing to enter into talks ‘off the record’ with a view to settling any dispute amicably. Further details are found below.

Call us on 07734 701221 if you would like to know more about how we can help you.

We are Regulated by the Claims Management Regulatory authority. CRM40033.

Whether you are the Employee or the Employer – we can help you reach an amicable resolution.



Are you feeling distressed?  Do you have PTED? Are you suffering with anxiety and is it workplace anxiety? Is your distress turning to stress? Are you suffering with work related stress? Is all this due to abuse at work? Has your doctor signed you off work? Do you believe your employer is treating you unfairly?  Is someone at work bullying or harassing you? Are you being subjected to an unfair disciplinary or dismissal process?  Have you been suspended?  Is the cost of it all impacting on your home life and your general welfare?

There is a new disorder being diagnosed in relation to workplace harassment and bullying:  Post Traumatic Embitterment Disorder. With PTED the victim can no longer trust anyone around him/her and the trauma in essence consumes the victim with profound “bitterness” making the victim incapable of moving on from the incident.   We believe quite a few people are entrapped in their trauma and have been for years.  Does this sound familiar?  


PTED is a proposed disorder modeled after Post Traumatic Stress Disorder (PTSD).  Some psychiatrists are proposing this as a mental disorder because they believe there are people who have become so bitter they can barely function.  PTED patients might not fit the formal criteria for PTSD and can be clinically distinguished from it, prompting the description of a new and separate disorder.  A German psychiatrist, Michael Linden, has done some groundbreaking research into this condition and describes its effect on people: “They feel the world has treated them unfairly. It’s one step more complex than anger. They’re angry plus helpless.” He says that people with the disorder are almost treatment resistant and that;  These people usually don’t come to treatment, or do not respond well to treatment and/or mediation because they believe the world has to change, not them.   This may be one reason (of many perhaps) why mediation is not always successful in conflict cases. 

He believes that 1% to 2% of people are affected at any given time, and explains that, although sufferers of the disorder tend to have a desire for vengeance, “…Revenge is not a treatment.   At HR & Diversity Management we believe the statistics are far higher.

This behavior is so common — and so deeply destructive – that some psychiatrists are urging it be more widely identified and acknowledged as a mental illness under the name post-traumatic embitterment disorder.   Embittered people are typically good people who have worked hard at something important, such as a job, relationship or activity. When something unexpectedly awful happens — they don’t get the promotion, their spouse files for divorce or they fail to make the Olympic team — a profound sense of injustice overtakes them. Instead of dealing with the loss with the help of family and friends, they cannot let go of the feeling of being victimized. Almost immediately after the traumatic event, they become angry, pessimistic, aggressive, hopeless haters. This very severe emotional reaction can become ‘all consuming’ and negative.  The degree of reaction varies.

If any of these sound familiar, please read on.

Contact us on 07734 701221 for a confidential chat – or read on.

1 in 4 people allege they are being bullied at work
and 1 in 8 people are affected by bullying at work


If you believe you are being subjected to bullying in the workplace, harassment, discrimination or any form of ‘less favourable’ treatment – do something about it today. 

Are you a victim of Cyberbullying? Are you being Cyber Stalked?

Do you believe you are being treated ‘less favourably’ at work.

Contact us on 07734 701221 for confidential FREE help.




Have you been made Redundant or dismissed unfairly? Worried about your income?  UK Statistics produced this year by the ILO (International Labour Organisation) show that 49,000 people lost their jobs in the three months to November 2010. The total number of people out of work came in at 2.498m. Whilst this was down from the previous month, it was higher than the period June to August 2010.

If you are facing redundancy or dismissal or you are worried about money (such as outgoing costs and living costs), or you have been treated unlawfully, you should seek advice.

If you have been recently released (made redundant, dismissed, “let go”), and your employer did not consult with you, inform you of your right to be accompanied at the dismissal meeting, inform you of your statutory rights and put the business case in writing – or fail to inform you of your right to appeal – then you may have been dismissed unlawfully.

Please call us on 07734 701221 or email    Doing nothing is not an option!


Several employees have resigned from their organisation and then called us. Contact us before you take action for FREE support and a confiential chat.

We have over 12 years of successfully resolving conflict in the workplace. We understand current (and past) Employment Law.  We may be able to help you.  Our advisers are skilled.  The help we provide is FREE.  We may be able to help you understand your options and point you towards other services where you can seek guidance at this difficult time.

Please call us on 07734 701221 or email:

For your own sake and to relieve the stress your are feeling, and which may build up further, please do something!


ACAS : 0300 123 1100

Citizens Advice : 0905 914 6519 (£1.53 per minute)

The National Bullying Helpline : 0845 22 55 787

Employment Law Solicitors in your area

Victim Support : 01380 729476

Samaritans : 0845 790 9090

Regulated by the Claims Management Regulator in respect of regulated claims management activities.  (Link to follow).

The address for The Legal Ombudsman is: The Claims Management Unit. 57-60 High Street, Burton Upon Trent. Staffordshire. DE14 1JS. Telephone: 0333 200 1321.   Email  Quote: CMR 40033.



These Terms & Conditions apply to anyone who uses our website, our workplace helpline and/or who contacts HR & Diversity Management directly or by email for employment law related advice.  We believe in a need for ‘continuous improvement’ and would be pleased to take feedback from you in the interests of improving our services to the public.

Below we explain how we can assist you.

OUR SERVICES – Employees

Employees generally contact us for conflict resolution advice because they are struggling with a work problem.  Often the caller has been referred to us or has stumbled across our website.  Referrals may be made by a GP, ACAS, the Tribunal system, Citizens Advice, an in-house EAP scheme or another dispute resolution service provider, such as a mediator or Counsellor.

We initially provide FREE advice to any employee who contacts our helpline.

We also offer a range of additional services which involve a fee’ including a Case Assessment Service and a Settlement Agreement Service.


Initial telephone advice is FREE and includes (not exclusively);

  • Referring the employee to our website where they may download specific case law or information.
  • Procedural advice in cases where an employee wishes to raise a grievance, respond to a disciplinary or performance management process or where an employee has been suspended or dismissed. This advice is FREE and will focus on in-house policy and procedure.
  • An overview of options open to an employee in terms of employment rights.
  • Advice on Work Related Stress absence.
  • Advice on Employment Law relating to dismissals, grievances, disciplinaries or redundancies – and policies relating to those formal processes including basic employment rights.
  • We consider referring the employee to other expert dispute resolution service providers and The ACAS website for further information or where we are unable to help.
  • We aim to leave the employee ‘informed’ of his/her options so that a caller may make an informed decision.
  • We will not comment on the merit of a case at this stage.
  • We outline our fee-paying services, where relevant.

We then email the caller outlining the above.  The email (001) sets out our range of fee paying services including the Case Assessment Service and the Settlement Agreement Service and provides fuller contact details.

If the caller contacts us again it is usually because they want to formally instruct us.  At that point a more detailed discussion takes place and a Client Agreement is sent to the caller by email (002).

Vulnerable Callers: We allow all callers time to consider our services before we take formal instruction under the terms of a Client Agreement.  This is done via email in order to give employee’s ‘cooling down’ time in order that they may discuss matters with their family and properly consider all options open to them. We offer this cooling down period because, during the first telephone call, a caller may be distressed as a result of their work-related circumstances.  We believe this category of caller needs ample time to consider options before committing to a fee-paying service.


We issue a Client Agreement in every case where a caller seeks professional, case specific, assistance.  The caller is required to sign the Client Agreement before any client work commences.

From the point of signing a Client Agreement the caller is regarded as a Client of HR & Diversity Management Limited.


Where the employee expresses need for ‘case specific advice’ we offer a Confidential Case Assessment Service for a fee of £250+VAT (ie: £300).  Once we are in receipt of the signed Client Agreement and payment, the work can commence.  We then ask for copies of documentation which will help us assess a case and/or advise our Client. Once a case is assessed our Client will receive a comprehensive Case Assessment Report and assistance, as required.

By carrying out a Case Assessment we are able to provide an employee with specific, intelligent, advice regarding the merit of a case which, in turn, will assist the employee with making life-changing decisions regarding their job or career.


Once a Case Assessment has taken place we are then able to provide on-going employment law support (similar to that provided by a Solicitor or Union).  We will advise a Client further in all matters relating to their employment dispute up to and including settlement, where a settlement route is deemed to be in the best interests of all and is mutually agreed.   This ongoing work we do is comprehensive and strategic and may include; drafting letters or other documents such as a Stage 1 Grievance, an Appeal, a Disciplinary or Dismissal Appeal or liaising with Occupational Health, with a Union or with ACAS and finally engaging in Without Prejudice talks with an employer.

In some cases a Settlement Agreement is not reached.  This might include, (not exclusively), where an employee decides to remain in their job, where they transfer within the organisation, where they secure another job with another employer or where negotiations prove unsuccessful.  In all of these cases no further cost is incurred by (you) our Client and any work we have done under Service 2 is deemed to be complimentary.

Where a Settlement is reached between our Client and their employer based on work we have carried out (detailed above) regardless of who negotiated the final settlement (ie: us, our Client or a third party), we reserve the right to invoice our Client (ie: yourself), for 15% +VAT of any (Gross) settlement reached.

Settlement usually includes a number of elements including (but not exclusively) an ex-gratia payment, any outstanding holiday or expenses, an agreed job reference and the Solicitors fee.

Once a Settlement fee is paid to our Client by their employer we raise an invoice for the work we have carried out, in accordance with the signed Client Agreement.


Service 1: CASE ASSESSMENTS: There is a small one-off fee of £250+VAT (total £300) for the Case Assessment Service.  This is paid in advance. See above for a fuller explanation of the Case Assessment service or call us for further information.

Service 2: SETTLEMENT AGREEMENTS: All work carried out under the Settlement Agreement Service is carried out on a No-Win No-Fee basis.  However, where a settlement is successfully negotiated based on our work (by ourselves or our Client) a fee of 15% +VAT of the (Gross) settlement figure is charged.

Note: Our No-Win-No-Fee policy relates to our Settlement Agreement Service only.

Importantly, as a Client, you should note that the following conditions apply regarding our commission of 15% +VAT of the (Gross) settlement;

  1. If, after we have advised you through the Settlement Agreement process, you decide not to proceed and sign the Settlement Agreement paperwork we will not charge you for our professional services. Example: you secure another position.
  2. Likewise, if your employer decides to pull out of the negotiation process after settlement talks have commenced, we will not charge you for our professional services.  Example: You secure a post with another employer and the Agreement terms are deemed void.
  3. However, if after we have advised you through the settlement agreement process (including preparing your case, assisting with letter-writing, legal arguments and preparation for the settlement approach itself), you decide to instruct a third-party to conclude the settlement talks, regardless of who negotiates the final settlement, we reserve the right to invoice you for commission in respect of any Gross settlement secured


A caller to our helpline who goes on to become a Client will probably have received;

  1. Our initial email following the unsolicited call to our helpline (001).
  2. A second email regarding the process and our terms of engagement (002).
  3. A Client Agreement containing a Complaints Policy and Cancellation Form.
  4. A Consent Letter to be forwarded to the employer where required.
  5. An email explaining the Solicitors role prior to completion of the settlement process (at the point that the Solicitor is engaged).

Ethical Process:

We are paid by our Client when, and only when, they have signed the Settlement Agreement and have received the settlement monies from their employer.

We do not handle client money or hold money on account.

The employee is given 14 days to pay us as per our explicitly explained invoicing and payment terms.  Full terms and further details are set out in the Client Invoice.


In addition to our Terms & Conditions Policy we have;

  • A Complaints Policy (Attached to the Client Agreement).
  • A Cancellation Policy (Attached to the Client Agreement).




We are required to have in place, and operate, an effective internal complaints handling process for addressing any expression of dissatisfaction, whether oral or written. The policy includes a timescale for response and the process to be followed.  A copy of our Complaints Policy is attached to all Client Agreements and is also available on request.

Our Complaints Policy incorporates both an Informal process and a Formal process.

Informal: In the first instance a Complaintant may raise concerns by any reasonable means (letter, telephone, email or in person). To avoid misunderstanding, written complaints are preferable. At that point the Consultant deailing with the case will respond and will deal with any concern raised, within 5 working days.   It is hoped that matters will be resolved amicably at this stage.

Formal: Should you have need to trigger a formal complaint you should put your complaint in writing to; HR & Diversity Management Limited, Mr D Pratt, Director. PO Box 1276, Swindon. SN25 4UX. Email;

Importantly, we are Regulated under the Claims Management Services Regulations Rules.  If you are dissatisfied with the handling of a complaint submitted to us, you may ask The Claims Management Regulator to review your complaint.  Full contact details are set out in the Complaints Policy itself or may be obtained directly from us on Tel: 07734 701221 or 01793 338888.