Managing a Complex Employee Transfer for an Energy Service Company
A long-established employer was preparing to transfer 60 employees to a new service provider under TUPE. The workforce spanned multiple operational teams, with a mix of contractual terms and long-serving employees who had understandable concerns around job security and changes to their terms and conditions.
The Quensh Advisory Partnership: Scaleable HR Expertise When You Need It
As your business grows, so does the need for professional HR support. But one of the most common questions organisations face is whether to hire a resource directly or explore a more flexible solution. Understanding the difference can help you make a smarter, more cost-effective decision for your business.
The Quensh Advisory Partnership offers the expertise of a full HR team, without the commitment of employing someone in-house. Instead of relying on a single individual, you gain access to a range of specialists with experience across multiple industries and HR disciplines. This means your business benefits from broader knowledge, deeper expertise, and more comprehensive support.
What is the Quensh Advisory Partnership – and How Does it Work?
In today’s fast-paced business environment, HR and health & safety challenges don’t always arrive on a convenient schedule. Whether it’s a sudden employee relations issue, a compliance question, an unexpected incident, or the need for quick guidance on a risk assessment, waiting days—or even weeks—for support simply isn’t practical. That’s where the Quensh Advisory Partnership comes in.
Trade Union Reforms in the Employment Rights Act 2025: What Employers Need to Know
Think the new trade union laws do not apply to your business? If so, you should take some time to read through the below….
From 18 February 2026, industrial action becomes far easier for unions to organise, with the notice period for strikes cut from 14 to just 10 days and ballot requirements significantly simplified. These changes remove key procedural barriers, including thresholds for important public services.
At the same time, workers taking part in lawful industrial action now receive stronger protection from dismissal, with previous limits on unfair‑dismissal protection removed.
Managing Complex Workplace Bullying Investigation for Corporate Business
An organisation received a formal bullying complaint under its Anti-Bullying and Harassment Procedure, raised by an employee against their line manager. The complaint included five allegations relating to inappropriate communication, exclusion from meetings, and derogatory comments about the employee’s performance and contribution.
Supporting HR Professionals – Trade Union Recognition & TUPE with the Quensh Advisory Partnership for Multi-Site Service Provider
The organisation was entering a period of operational transition involving a formal
trade union recognition request alongside a TUPE transfer of employees into the
business
Redundancy Advisory Support with the Quensh Advisory Partnership for Professional Services Organisation
Following a commercial restructure, several roles were placed at risk of
redundancy. Line managers had limited experience of managing formal
redundancy processes and required guidance to ensure legal compliance, fair and
objective selection, meaningful consultation, and confident handling of sensitive
conversations in line with principles set out by the Advisory, Conciliation and
Arbitration Service (ACAS).
Large Scale Restructure for Energy Company
A large energy organisation of 1,000 employees faced a complex organisational restructure involving over 100 proposed redundancies. The scale and sensitivity of the programme created significant challenges, including ensuring legal
compliance, managing collective consultation within strict statutory timeframes, and maintaining employee relations while minimising disruption to business operations.