For employment solicitors & in-house counsel
The independent practitioner your client's matter needs, instructed while it's live.
We take the referral your practice can't carry internally: a genuinely independent investigation with no connection to your client, accredited mediation, and workplace assessment. One practitioner across a matter, rather than three separate instructions.
What legal advice alone can't address
A settlement or a tribunal win resolves the legal question. It doesn't answer whether the investigation itself will survive scrutiny, whether the team involved can still function, or whether there is a psychological dimension the process has to account for. Referring the live matter, not just the aftermath, is what protects your client and your own advice.
Independence has to be visible
Internal HR is too close to the people involved, and a partner at the instructing firm is closer still. The investigation has to be genuinely independent of your client, not just described that way.
Findings have to survive appeal
Not just the conclusion, but the method behind it. A documented process, timed and recorded, is what holds up when it is challenged.
There may be a psychological dimension
Some matters need a workplace or psychometric assessment alongside the legal process rather than after it, so the process accounts for it while the matter is live.
The working relationship still has to function
Once the legal outcome lands, the people involved are often still working together. If nothing changes, the next claim is already forming.
What we can take on.
Each of these is a distinct service, available on its own or in combination, depending on what the matter needs.
Workplace investigation
Where facts are disputed or relationships have broken down. Structured, impartial investigation with written findings.
ResolveWorkplace mediation
Accredited mediation for people who need to keep working together, during or after a legal process.
UnderstandWorkplace needs assessment
A structured diagnosis of the conditions that produced the dispute, with prioritised recommendations.
ChangeManagement development
Where the incident traces back to management behaviour, targeted psychology-informed development rather than generic training.
ChangePolicy and culture
HR policy review and culture work following a claim, with documented changes the organisation can evidence if challenged again.
MeasureWellbeing monitoring
Measurement after resolution, giving early warning of recurring risk and evidence of due diligence.
How the referral relationship works.
A straightforward model. No exclusivity, and no formal agency relationship. You refer, we deliver, and you remain your client's trusted legal adviser.
No conflict of interest
Our scope is psychological and organisational, entirely separate from the legal process. We do not advise on claims, liability or settlement. We work alongside your advice.
Confidentiality
All engagements are confidential. Findings are reported to the commissioning client, and not to any third party, including the referring firm, without explicit consent.
Starting a referral
We run a conflict check on first contact, and no client-identifying detail is needed to start the conversation. Terms for your practice are agreed directly with us before any instruction.
Practitioner accreditations: CMC registered mediation, BPS Testing Centre accredited assessment (Levels A and B), EFPA Level 2, Graduate Member of the British Psychological Society, and independent professional indemnity insurance.
Who your clients will be working with.
Amani is an organisational psychology practice founded by a business psychologist, accredited workplace mediator and BPS Testing Centre accredited assessor.
That combination is unusual: most practitioners specialise in one of psychology, mediation or organisational consulting. It means a single practice can assess, mediate and advise within one engagement, rather than fragmenting a matter across three providers.
Let's set up how referrals work for your practice.
A short call is enough to agree the process, the conflict-check routine and how findings are reported.