Case Studies

Please note that some client names have been redacted due to confidentiality reasons.

MUSEUM TRUST - CHANGE MANAGEMENT

The client approached Starford during a pivotal transformation from a council-managed entity to an independent charitable trust. Facing significant change management challenges, they needed expert guidance to establish their identity, maintain service continuity, and uphold public trust while managing 250 staff and 67 volunteers.

Starford provided tailored support, navigating union resistance and employment law complexities. Our Employment Partners led a comprehensive change management programme, ensuring compliance with legislation and organisational policies. Meanwhile, our People Consultants collaborated closely with the client HR team, offering specialist advice to sustain morale during the transition.

Aware of the charity’s financial constraints, we implemented a flat-fee, transparent pricing model, enabling access to high-quality advice without escalating costs. This approach ensured a smooth transition to independence, preserving staff engagement and public confidence.

The Head of HR remarked: “Starford’s support was key to making correct, documented decisions that aligned with policies and legislation. Their advice helped address union challenges and minimise tribunal risks. The project delivered the savings needed to ensure the organisation could deliver a break-even budget, whilst still delivering services to visitors and residents.”

Starford’s unique pairing model, combining People Consultants with Employment Lawyers, enabled the team to offer more pragmatic advice to our clients, supporting them in proactively managing their business, while also protecting them from litigation.

MEMBERSHIP ORGANISATION - CULTURAL REVIEW

The organisation asked Starford to help with a Cultural Review of their entire organisation (circa 1500 staff).  This involved setting up Focus Groups across the multi-site organisation and analysing and reporting back on the results.  Various actions were then taken forward by the organisation and embedded as Ways of Working (WOWs) resulting in improved employee engagement scores.

With the support of the Starford legal team and its HR Consultants, the client has had no employment litigation brought against it in the last 5 years.

UNIVERSITY CLIENT - GRIEVANCE INVESTIGATION

We conducted a highly sensitive independent grievance investigation into complex allegations of religion, belief, and disability discrimination, alongside victimisation. The case, involving claims of Islamophobia and neurodiversity-related bias, required a nuanced exploration of the complainant’s experiences, supported by their trade union representative. Our process involved extensive witness interviews to navigate a particularly challenging working environment shaped by the Israel-Gaza conflict, where intense protests and conflicting geopolitical views significantly impacted the university's staff and student body.

Balancing the principles of academic freedom of speech with a safe working environment, our findings led to a robust suite of strategic recommendations. These include a comprehensive revision of the EDI strategy to better encompass faith and belief, the establishment of dedicated Islamophobia and religion-focused action groups, and specialised leadership training. These initiatives aim to empower management to effectively challenge bullying and harassment while addressing the delicate complexities of hate and identity within a prestigious institutional setting.

NATIONAL CHARITY CLIENT - CHANGE MANAGEMENT PROGRAMME

Starford supported the charity through a highly complex change programme, advising on a collective consultation exercise and the implementation of new terms and conditions for employees. This involved drafting revised contracts of employment and policies regarding pay, holiday and shift arrangements, advising on the timetable for the implementation of new terms and conditions, the appointment of employee representatives and communications with employee representatives and employees to ensure compliance with the Trade Union and Labour Relations (Consolidation) Act 1992 and the Code of Practice on Dismissal and Re-engagement.

AVIATION CLIENT - UNION NEGOTIATIONS

Starford supported a client in the aviation sector (SAS) who faced imminent industrial action following a dispute with the recognised trade union representing cabin crew, after members voted in favour of strike action and negotiations reached an impasse. 

Starford provided advice on the legality of the strike action and the treatment of striking employees.  The lawyer supported the client throughout the strike and negotiations with the union to ensure that they were acting lawfully whilst still taking a robust stance with the union.

Starford also provided a consultant with extensive experience in union negotiations, who worked closely with senior management to agree a clear strategy and join the negotiation team. Meetings were convened at short notice with more than 17 hours of intensive negotiations across three days, and a revised agreement was reached with the union. This was subsequently put to a further ballot and accepted by members, successfully averting further strike action and stabilising industrial relations.

Clients praised the team for their commercially astute and practical legal advice throughout, commenting on how the guidance ensured full legal compliance while enabling them to protect employee relations and deliver the change with clarity and integrity.

TECHNOLOGY CLIENT - UNFAIR DISMISSAL TRIBUNAL

Starford represented the Respondent company in a complex ET claim brought against it by a former co-founder, statutory director and shareholder following his dismissal for gross misconduct and declaration as a bad leaver. The Claimant brought claims of ordinary unfair dismissal and whistleblowing. The Tribunal also had to determine an agency point, as the Claimant contended that the Respondent was liable for the alleged actions of one of its informal advisors. The final hearing was held at London Central Employment Tribunal, lasting ten days from 25 November to 8 December 2025. 

The Claimant, represented by Mishcon de Reya, submitted a Schedule of Loss totalling over £8million. 

The claim involved an unusually complex set of facts and the parties were in dispute on almost every aspect of the case. The alleged protected disclosures that the Claimant relied upon were serious and complex, including allegations of forgery, threats and misleading investors. 

The Claimant was based in China throughout the proceedings which led to a number of Preliminary Hearings and applications regarding the giving of his evidence remotely from a foreign jurisdiction. The case also involved a number of highly confidential matters which meant that a Confidentiality Club Protocol had to be created, with strict provisions for the protection of confidential documents. Parts of the final hearing were also heard in private. 

The reserved Judgment was sent to the parties on 30 January 2026. All of the whistleblowing claims were dismissed. Whilst the Claimant succeeded in his claim of ordinary unfair dismissal, we were successful in our arguments of Polkey, contributory fault and just and equitable grounds meaning that the Claimant's award was reduced by 100%. We were also successful on the agency point.

LAW FIRM – CULTURE & PROCESS REVIEW

Starford conducted a comprehensive audit of the support team’s working practices and culture to evaluate the current operational climate. Through confidential one-to-one listening sessions with each clerk and administrative staff member, we gathered direct insights into individual roles, professional experiences, and specific concerns. This supportive approach allowed for a candid assessment of the team’s internal dynamics and the overarching cultural health of the department.

Based on these findings, we produced a detailed report outlining current job tasks, behaviors, and established working practices. The audit successfully identified critical employment law risks, particularly concerning deliverables and staff retention. These insights provide a clear roadmap for mitigating liability and implementing structural improvements to stabilise the workforce and ensure long-term operational efficiency.

LAW FIRM – REMUNERATION REVIEW

Starford performed a comprehensive remuneration review focused on the support team, specifically evaluating existing employment contracts against actual day-to-day duties. 

This process involved a detailed benchmarking exercise covering salaries, commissions, and bonus structures. By aligning the legal obligations found in contracts with the practical findings from our previous listening sessions, we ensured that the financial data reflected the true scope of work being performed.

This project highlights the strength of our collaborative partnership model: Lawyer Caroline Brown provided critical legal counsel on the contractual status of current pay structures, while HR Consultant Emma Beech delivered high-level market expertise for remuneration benchmarking. Together, this dual approach provided a rigorous foundation for restructuring the team, ensuring that future pay scales are both legally sound and market-competitive to drive long-term retention.

View more client testimonials here.