Employee Relations development for HR professionals, senior leaders and growing businesses
The risk of an
employment claim
is rising.
Build your ER judgement through realistic workplace scenarios, informed by evolving employment law and Acas guidance.
The cost of getting Employee Relations wrong is rising
One poor employee relations decision can expose your business to costs far greater than the investment in getting it right.
70,000
open single Tribunal claims
Highest level in the published time series.
+51%
year-on-year
Increase in the open single-claim caseload at June 2026.
£200–£579
per hour
2026 guideline solicitor rates for qualified solicitors, depending on grade and location.
Public
Tribunal judgments
Employment Tribunal judgments are generally published on the public online register.
Prevention is better than cure.
Invest in your team's judgement before you're investing in defending their decisions.
Tribunal data: Ministry of Justice, April–June 2026. Solicitor figures are HMCTS guideline hourly rates for costs assessment, not universal client prices.
Rights are changing
The Government describes its reforms as the “biggest single upgrade of employment rights in a generation.”
Acas is changing too
Acas has published a new draft disciplinary and grievance Code, expected to replace the current Code in 2027.
Prepare now
You cannot stop employee disputes happening. You can make sure your team knows how to handle them.
Now see what Delibra actually does
What would you do?
Knowing the process is one thing. Knowing how to apply it is another.
Repeated issues. Disability disclosed. Adjustments overlooked. Sickness absence escalates. Manager demands dismissal. Discrimination allegations raised. Whistleblowing concern emerges. New legal protections apply. Acas guidance changes.
One case. Competing obligations. Every decision matters.
Interactive case preview
Your decision. What happens next?
An interactive demonstration of the judgement behind effective employee relations. Examine the information, form your assessment and discover what you may have missed.
Delibra Case
Bullying · Investigation · Procedural fairness
Initial report
Lewis, a senior manager, reports that several employees have raised serious concerns about Laura's management of her team, including allegations of bullying.
Lewis advises that the witness accounts are consistent and that the concerns warrant formal action. Laura is suspended pending a formal investigation.
Two months later
Laura remains suspended. Lewis continues to manage the investigation.
Laura emails to explain that the employee who complained about her was a direct report whose conduct she had been managing with Lewis's involvement. She says she reported intimidating behaviour by that employee to Lewis two days before the complaint was made.
Based on the information available, what's your initial assessment?
Built to stay current
Your HR team should not have to spend hours working out what changed.
Delibra is built around UK employment law, Acas principles, Tribunal learning and practical Employee Relations judgement.
Employment law
Changes tracked.
Material changes to employment rights and commencement dates are reflected across the learning as they take effect.
Acas
Practice kept aligned.
Relevant Acas Code, guidance and consultation developments are built into the practical learning.
Tribunal learning
Cases translated into practice.
Important judgments are converted into the practical ER principles learners need to recognise at work.
ER Radar
The updates come to you.
Material developments are surfaced through ER Radar so your HR team can see what changed, when it matters and what the practical Employee Relations point is.
Learning maintenance
The programme changes too.
Where a material legal or Acas change affects good ER practice, the relevant Delibra learning is updated to reflect it during the access period.
Delibra is an independent learning product. Alignment with UK employment law, Acas guidance and Tribunal learning does not imply endorsement by Acas, HMCTS or any public body.
2027
On the horizon
The employment-law landscape is continuing to move.
Ordinary unfair-dismissal qualifying service reduces to six months from January 2027, the existing compensatory-award cap is removed, and Acas expects an updated disciplinary and grievance Code to come into effect during 2027.
Delibra will reflect material changes across the programme, so learners are not left training against an outdated legal or procedural position.
Delibra ER
One specialist programme.
Everyday employee problems through to high-risk ER.
No specialist ER knowledge is assumed at entry. Delibra starts with the principles and then takes the learner into increasingly difficult workplace decisions.
01
Performance & capability
Diagnose what is really happening, distinguish capability from conduct and know when support should become formal action.
02
Sickness, health & capability
Handle absence, health information, Occupational Health, return to work, adjustments and difficult capability decisions.
03
Reasonable adjustments
Work through disability, evidence, working arrangements, neurodiversity and what reasonable really means in practice.
04
Grievances
Stabilise concerns, choose the right route, preserve fairness and know when formal investigation is really needed.
05
Investigations
Define allegations, test evidence, interview witnesses, handle conflicting accounts and reach defensible findings.
06
Conduct & disciplinary
Move from concern to formal process without prejudging the outcome, overstating the evidence or losing proportionality.
07
Discrimination & harassment
Understand comparators, causation, justification, harassment, victimisation and the evidence that can turn an ordinary ER issue into a high-risk case.
08
Whistleblowing
Recognise potential protected disclosures, detriment, causation and the risks created when management action follows somebody speaking up.
09
Dismissal
Bring evidence, procedure, reasonableness, alternatives and legal risk together before an employment relationship is ended.
Who Delibra ER is for
Different reasons to learn.
The same need to get the decision right.
HR PROFESSIONALS
Become the ER specialist your organisation relies on.
For HR Advisers, HR Managers and HR Business Partners who want deeper specialist knowledge and stronger judgement when cases become difficult.
HR CONSULTANTS
Give clients answers they can actually act on.
Learn to turn employment law, Acas principles, evidence and workplace reality into clear, commercially useful advice.
DEVELOPING PROFESSIONALS
Build experience before your job happens to give it to you.
Practise difficult ER situations before the first time you encounter them is while advising a real employer or employee.
SMALL & GROWING BUSINESSES
Build specialist capability inside the business.
Develop your HR Manager, HR team or consultant so more employee issues can be handled properly before they become expensive external disputes.
What you are actually buying
Better decisions before the problem gets expensive.
Knowledge matters.
Judgement protects the business.
Spot the real issue before choosing the process.
Know what evidence is missing and why it matters.
Recognise when a case has become legally higher-risk.
Challenge weak management decisions constructively.
Separate allegations, evidence, assumptions and conclusions.
Understand how Acas principles translate into real case handling.
Give clear recommendations that decision-makers can act on.
Recognise when specialist legal advice is genuinely required.
Build the capability before the problem arrives
One difficult employment case can cost far more than learning how to handle one properly.
Train your HR team. Develop your consultancy capability. Build specialist ER expertise inside your business.
Reduce avoidable risk before the stakes become expensive.
Delibra develops professional Employee Relations capability. It does not replace specialist legal advice where the circumstances of an individual case require it.