- Client: Blairgowrie Town Hall
- Sector: Charity
- Location: Blairgowrie, Perth and Kinross
background
Blairgowrie Town Hall is a valued community-run venue that hosts events, activities, and services for residents in Perth and Kinross. Operated largely by volunteers and a small administrative team, the organisation plays a crucial role in promoting local engagement. However, with no internal HR department, the committee struggled to manage complex employment situations—especially those involving long-term staff absence.
Facing a situation involving a prolonged employee absence with no clear return-to-work date, the organisation was unsure of its legal responsibilities or how to proceed sensitively and fairly. Concerned about both compliance and the well-being of the staff member, Blairgowrie Town Hall engaged our team to provide structured, compassionate HR support.
Challenges
1. Ongoing Long-Term Absence
An employee had been absent for an extended period, and the organisation lacked clarity on their return or how to manage the situation.
2. No Internal HR Knowledge
The community-led team had no HR expertise to navigate the complex legal and procedural requirements involved in long-term sickness management.
3. Legal and Operational Risk
There was concern about the legal implications of mishandling the case, including wrongful dismissal claims and reputational damage.
4. Need to Balance Empathy and Compliance
The organisation needed to manage the situation compassionately while ensuring that every step taken met legal standards and protected the organisation.
Solutions
1. Comprehensive HR Case Management
We provided full HR consultancy support from start to finish, including case review, legal guidance, and practical steps for resolution.
2. Formal Documentation and Process Oversight
We drafted all key documentation—including absence review letters, meeting invitations, and capability assessment notices—ensuring legal accuracy and tone sensitivity.
3. Step-by-Step Guidance
We walked the client through each stage of the absence management process, including medical referrals, assessing reasonable adjustments, and final capability evaluations.
4. ACAS-Aligned Process Design
All actions taken aligned with ACAS Code of Practice guidelines and UK employment law, ensuring that the organisation acted fairly and lawfully throughout.
Results
- The employee’s contract was legally and fairly terminated following a thorough and sensitive process.
- The organisation avoided legal pitfalls by following compliant and well-documented procedures.
- The leadership team felt fully supported, gaining knowledge and confidence to manage future HR challenges.
- The organisation praised our clear, empathetic guidance and expressed interest in future collaboration.
