HR & People
Employee relations case summarisation
Summarise employee relations case files — grievances, disciplinaries, investigations — into a structured chronology with evidence references, to support consistent and well-documented decisions.
40–60%
reduction in case preparation time
Opportunity assessment
Minor improvement. Small efficiency gain with limited effect on overall turnover or bottom line.
Relatively straightforward. Off-the-shelf tools handle the core task. Implementation is well-understood with good examples to follow.
Moderate data needs. Works with data most businesses hold, but will likely need consolidation, cleaning, or reformatting before use.
High risk. Significant external exposure or regulatory implications. Requires robust oversight and clear accountability.
Light people impact. A new tool slots into an existing workflow. Minimal training needed. Most people will adapt quickly.
Tooling required
Things to consider
These files are highly sensitive and often contain health and other special category data. Use an enterprise deployment with strict access control, no training on inputs, and a documented retention position.
Restrict the model to chronology and evidence indexing. It must not assess credibility, recommend an outcome, or characterise behaviour — those are the decision maker's responsibility and would be indefensible at tribunal.
A well-organised chronology is what most cases are actually missing, and it is what a tribunal scrutinises. The value is procedural rigour rather than speed.
Experiment starter: Take three closed cases and generate chronologies from the original files. Have an experienced ER adviser check for anything missed or mischaracterised before using it on a live case.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — Risk and GovernanceThis opportunity scores low on risk exposure — read the risk and governance approach before you start.More in HR & People
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