“They are my immediate and first port of call for any sensitive matter that has a PR or reputation management dimension.”
Employment disputes present immediate and often complex reputation risk for organisations, boards and senior executives.
Allegations relating to discrimination, whistleblowing, harassment, workplace culture or senior departures can quickly extend beyond the legal process, creating scrutiny among employees, regulators, investors and the media.
In many cases, that scrutiny emerges early, during internal complaints, investigations or tribunal filings, before facts are established or legal issues are determined. Tribunal proceedings are typically public, with claims, witness evidence and judgments accessible and monitored by journalists, meaning disputes can attract attention at an early stage.
We work alongside employment counsel and leadership teams to manage this intersection of legal and reputational risk. Our role is to ensure communications remain disciplined, proportionate and closely aligned with legal strategy, supporting the client’s position while maintaining stakeholder confidence.
“An extremely talented, tightly knit professional outfit.”
Our approach
The starting point for any employment dispute is a clear understanding of the legal framework and the client’s objectives.
Communications that are not aligned with legal strategy risk prejudicing proceedings, undermining negotiations or creating material that may later become disclosable.
We work in close coordination with legal advisers to ensure all internal and external communications support the client’s legal position and wider commercial interests.
We advise on:
- Internal investigations and grievance processes, ensuring communications preserve confidentiality and procedural integrity
- Employment Tribunal proceedings, where public filings and open hearings can drive media scrutiny
- Whistleblowing and protected disclosure claims, where allegations alone may attract attention regardless of outcome
- Executive exits and board-level disputes, where governance, leadership stability and stakeholder confidence are in focus
- Media engagement and external scrutiny, ensuring messaging is clear, controlled and legally robust
We also support leadership teams in managing internal communications, enabling organisations to address workforce concerns while maintaining the integrity of ongoing processes.
External and media risk
Employment disputes frequently develop in parallel with a live communications environment.
Tribunal proceedings in the UK are generally public, and key documents—including claims and responses—may become accessible as part of the process. Journalists routinely monitor filings and listings, meaning allegations can shape the narrative early.
We help clients anticipate what information may enter the public domain and how it may be interpreted by key audiences. This includes preparing legally aligned messaging, managing media enquiries and ensuring communications do not complicate ongoing proceedings.
Case studies
High profile global technology business facing damaging employment claim from ex-employees
Maltin PR advises a high-profile global technology company facing a large, highly publicised employment claim brought by dozens of former employees, driving sustained international media scrutiny. Prior to instruction, coverage had contributed to significant share price movement in the parent company and fuelled speculation around business performance and leadership stability.
We were retained to take control of a fast-moving narrative. Working closely with the C-suite and its US-listed parent, we developed a strategy to stabilise coverage, counter misinformation and align communications with the legal process. This includes real-time media monitoring, rapid-response statements, proactive background briefings and coordinated internal communications across the business.
We also support leadership engagement with political stakeholders, preparing senior executives for meetings with MPs and advisers, and operate at the centre of decision-making, including attendance at tribunal hearings to brief media and ensure accurate reporting.
Our work has helped shift coverage from speculative and market-sensitive reporting to a more balanced footing, while ensuring employees and key stakeholders are informed in step with legal developments.
US-headquartered consulting business facing a whistleblowing-related employment claim
We act for a consultancy facing an employment claim in the UK from a former senior leader. That person accused the business of malpractice and made a claim for wrongful dismissal as a whistleblower. The business has a large client base including many household names. Accordingly, the claim presented a significant reputational risk to our client.
We worked closely with the client at the outset to develop critical internal and external communications around the claim. This included producing a range of different messaging for internal and external stakeholders (including the board, employees, and clients) for a range of different outcomes. These were to be activated immediately when triggered by our 24/7 media monitoring. We worked very closely with the CEO, General Counsel, and Head of Communications at the company on a daily basis to develop strategy and align internal governance dynamics. We devised a clear sign off process for all communications.
Our team attended relevant hearings, worked alongside the legal teams to prepare press briefs and provided regular media monitoring of reporting about the claim. A watertight approach to media monitoring and reactive communications has been essential for this client in mitigating major commercial damage to its business. The strategy has been successful in preventing this damage and enabling the board to confidently defend the whistleblowing claim. The client has retained us going forward for additional claims that have resulted from this matter.
