Case Studies

Serious complaint managed fairly with a structured process, clear findings and defensible outcomes.

High-friction role reset using clear standards, manager scripts and evidence discipline—without unnecessary escalation.

Remuneration model aligned to award obligations with improved record-keeping and clearer contract language.

Leaders equipped to address psychosocial risks early, fairly and with proper records—without turning managers into clinicians.

Genuine change managed with clean consultation documentation, respectful communication and reduced dispute risk.

Consistent policies and manager-ready tools implemented so leaders stop improvising and risks are addressed earlier.