Benefits of an HR case management system: Improve employee relations and free up HR
Employee relations (ER) functions are critical to maintaining a positive and productive workplace. When managers lack the power or tools to handle employee relations issues, these problems are passed to HR. This includes matters like discipline, grievances, absences, performance issues, and requests for flexible working.
This creates a big workload for HR. They get pulled into daily tasks and away from important goals like leadership development and workforce planning. Without manager ownership, ER issues can escalate unnecessarily, leading to slower resolutions, increased stress, and a perception of inconsistency or inaction.
This contributes to poor workplace culture and higher turnover, absenteeism, and low morale. The average turnover of workers in the UK is 34% according to the CIPD. If we do not support managers in dealing with employee relations issues, these problems will get worse.
Our research shows that managerial skills are a big barrier to HR change. Respondents believe only 27% of managers can handle employee issues well. This lack of confidence forces HR to absorb operational burdens.
What if you could change this dynamic? Using a suitable HR case management system for ER cases helps managers take a more active role. This leads to healthier and more engaged teams.
From HR support to shared accountability
HR’s role has evolved from day-to-day case management and policy enforcement to strategic partnership in shaping organisational direction. However, when people managers lack the confidence or tools to address ER issues, HR often gets drawn back into operational tasks.
By equipping managers with appropriate guidance and systems, organisations can shift this dynamic. By using clear workflows and timely coaching prompts, managers can address issues fairly. This reduces the need for ongoing HR help.
For instance, at Sainsbury’s, line managers resolved 63% of ER cases without HR intervention over a 12-month period, which boosted efficiency and allowed HR to focus on overarching strategic goals. Read the case study here.
HR remains an integral part of ER processes, but by establishing the right infrastructure, managers can lead more effectively while HR retains oversight and focuses on high-impact work.
The power of an HR case management system for employee relations
A well-designed ER case management system empowers managers, providing clear, guided pathways to resolve employee issues effectively. Here’s how this translates into value for your organisation:
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Empower managers to handle ER casework
Managers are increasingly taking ownership of people issues, which demonstrates a positive shift in leadership potential. However, as their roles grow more complex, even skilled teams benefit from clear tools and structured guidance. Implementing a system with step-by-step workflows, embedded policies, and customised coaching prompts enables managers to act consistently, fairly and confidently.
This approach doesn’t replace HR expertise, it enhances it. Supported by services like regular policy reviews and an HR Advice Line, this blended model extends HR’s reach, providing on-demand support for complex cases while maintaining HR oversight.
It offers support for complex cases when needed. It keeps HR in control and strengthens the partnership between HR and managers. This helps align decisions with best practices and laws and also builds a strong culture of effective people management.
This strategy helps the internal HR team by reducing their involvement in routine case handling. This allows them to focus on more important tasks and improve their overall value.
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Refocus HR on strategy and organisational change
The latest CIPD Labour Outlook report indicates that one in four employers plans to implement redundancies. Given that redundancies and restructures will be a significant focus for organisations throughout 2025, HR need sufficient resources to support complex change initiatives, including support for affected employees.
With confidence that a fit-for-purpose case management system is guiding them, HR can delegate routine case handling to managers. HR can drive change and make a real difference in the organisation. They do this by maintaining high support standards with a dependable system.
This allows HR to focus its time and expertise on the areas that matter most, enhancing employee experience and driving strategic initiatives.
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Ensure compliance and consistency in ER cases
Guided workflows ensure that cases are managed in accordance with company policy and employment law, minimising risks of tribunals and inconsistencies. Clearly defined escalation points enable managers to address straightforward issues independently and determine when to involve HR for complex or high-risk matters.
This balance reduces bottlenecks, accelerates resolutions, and maintains strong governance, contributing to a more efficient ER function.
Wickes, for example, were able to reduce their tribunal claims by up to 50% through transforming their employee relations processes. Read the case study here.
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Turn case data into proactive HR insights
Centralised reporting and case tracking provide HR with clear visibility into critical organisational trends, such as increasing absence rates or recurring performance issues. This process transforms raw data into actionable insights, enabling HR to intervene early and make informed, evidence-based decisions.
By collaborating with Management Information (MI) analysts and benchmarking against industry leaders, HR gains a significant competitive advantage in understanding workforce dynamics. This data-driven approach transforms employee relations. It shifts the focus of line managers and HR as they move from reactive problem solving to using strategic, proactive solutions.
Thorough data analysis can uncover cultural issues, training gaps, and deficiencies in managerial capabilities. By addressing these proactively, HR can build stronger, more resilient teams and cultivate a healthier, more inclusive workplace culture, eliminating guesswork.
With the help of comprehensive analytical insights, an effective case management system, and outsourced analysis, organisations can forecast significant cost savings and demonstrate measurable ROI, providing undeniable justification for investment.
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Enhance employee experiences and engagement
Enhancing employee experiences and engagement is crucial in today’s complex workplace. An effective employee relations (ER) case management system does more than track cases; it uncovers hidden patterns and recurring issues. These insights enable HR to pinpoint gaps in managerial skills and implement targeted training before issues escalate.
By providing managers with development tailored to data-driven insights, HR can transform potential risks into strengths. This proactive approach boosts managerial confidence, ensures fair case handling, and improves outcomes for both employees and the organisation.
Without these insights, training needs may go unnoticed, risks can grow unchecked, and overall employee experience can suffer. A well-designed ER system empowers HR to respond effectively, enhancing manager capabilities, reducing costly errors, and driving a culture of accountability and trust. This adds lasting business value and helps retain talent by strengthening manager-employee relationships.
Through strategic case management, organisations have achieved a 10% reduction in absence rates and associated costs, demonstrating that effective case management leads to tangible results and the positive impact on employees.
Choosing the right HR case management system
You might be wondering:
- Are our managers truly ready to take ownership of people issues?
- Can the platform be customised to fit your unique policies and values?
- How can HR maintain oversight and governance without losing control?
- Will it seamlessly integrate with our existing HR technology stack?
These concerns are valid, and exactly what empower® by AdviserPlus is designed to address. Backed by decades of expertise in employee relations and HR technology, empower® was created to meet these challenges head-on.
With empower®, managers gain the tools, guidance, and insights they need to handle people-related matters confidently, while HR optimises capacity and maintains full visibility and control. The user-friendly design ensures quick adoption, and flexible customisation meets your organisation’s specific needs.
Most importantly, the system enables managers to handle 94% of employee relations tasks, significantly enhancing operational efficiency. This transition allows HR to focus on strategic initiatives, transforming the HR function into a true business enabler. Discover more successes here.
The future of HR case management in employee relations
HR case management systems that help managers are not about taking HR out of the picture. They want to enhance the strategic role of HR. They will do this by giving managers more responsibility in a supported and organised manner.
This shift in responsibility benefits everyone: managers grow in capability, employees receive consistent and fair treatment, and HR gains the capacity to lead change rather than just manage cases.
The future of employee relations lies in shared accountability, supported by smart processes. Book a demo here or get in touch to find out what your organisation could be saving by transforming your ER processes.
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