Manager development
Give managers practical tools for real conversations and everyday decisions. Learning shaped around your organisation, with space to practise and apply it.
What you can commission
- People management essentials
- Difficult conversations and performance
- Inclusive management and team working
- Tailored workshops and manager toolkits
What the work can deliver
We agree the final outputs in your brief. Depending on the assignment, these can include:
- Learning objectives linked to your priorities
- Workshops built around relevant scenarios
- Practical guides and tools for managers
- An agreed way to review learning and application
Questions employers ask.
Short, sourced answers on the issues that most often lead to this kind of work.
All answers- How should a performance improvement plan work?There is no statutory definition of a performance improvement plan (PIP). Acas guidance says that, if informal steps do not work, a PIP should set specific objectives, a reasonable timeline and any support or training needed, be discussed with the employee and confirmed in writing, and make clear what happens if performance does not improve.
- How should probation periods work?There is no legal requirement to have a probation period, and it can be any length. Acas recommends clear written expectations, regular reviews, support to improve, extension where appropriate, and a fair procedure before any dismissal. Day-one rights such as protection from discrimination apply throughout, and the unfair dismissal qualifying period is expected to fall to 6 months from 1 January 2027.
- When must employers make reasonable adjustments?Under the Equality Act 2010, employers must make reasonable adjustments when they know, or could reasonably be expected to know, that a worker or job applicant is disabled and is likely to be put at a substantial disadvantage by a working practice, a physical feature or the lack of an auxiliary aid. The employer pays for the adjustments.
- How can employers support neurodivergent employees?Neurodivergence is not a protected characteristic in its own right, but Acas says it will often amount to a disability under the Equality Act 2010, bringing protection from discrimination and a right to reasonable adjustments. Employers should offer support with or without a diagnosis, agree individual adjustments and make recruitment, management and policies neuroinclusive.
- What should employers do about menopause at work?Menopause is not itself a protected characteristic, but less favourable treatment because of menopause symptoms can be age, sex, disability or gender reassignment discrimination. Employers should assess workplace risks, consider adjustments and train managers. Employers with 250 or more employees can publish a voluntary menopause action plan now, and this is expected to become mandatory in 2027.
- What is a fair disciplinary procedure?In Great Britain, a fair disciplinary procedure follows the Acas Code of Practice: investigate to establish the facts, tell the employee about the problem in writing, hold a meeting where they can respond, allow them to be accompanied, decide and confirm the outcome in writing, and offer an appeal.
What tribunals are seeing
Tribunal tracker- Disability discrimination
- 227 decisions
- Victimisation discrimination
- 30 decisions
Employment tribunal decisions published on GOV.UK in September 2026, by category. A decision can carry several categories.
A good question.
Commissioning through a procurement process? Use our buyer route to structure your requirement and request supporting information.
Can the learning use our own policies and scenarios?
Yes. The programme can be designed around your policies, responsibilities and anonymised workplace situations. Delivery format and follow-up are agreed to fit the team.
Let’s give the work a clear next step.
Tell us what’s happening and what a good outcome would look like. You don’t need to have every answer.