Statutory HR conversation practice
for line managers and HR professionals —
before the formal meeting.
Dedicated HR trainer grounded in the ACAS Code of Practice — formative rehearsal, not a CIPD assessment. Prepare line managers and HR professionals for disciplinary, grievance, performance, and wellbeing conversations — safely, consistently, and at scale.
AI · 20 text + 3 voice free · 3 practitioner roles · ACAS Code of Practice · Employment Rights Act 1996
WATCH THE WALKTHROUGH · ENGLISH
HR and employment: see the practice journey
See how to prepare, practise a conversation and reflect on your words. Dialogue and reflection examples in this film are scripted illustrations.
Read the video transcript
The opening of a workplace conversation can either invite an explanation or close it down. KallosSim helps managers and HR practitioners rehearse that opening and what comes next.
Choose the HR and employment area, your role and a focused workplace situation. Keep informal support, formal process and professional boundaries clear rather than treating every concern as the same conversation.
Casey is a fictional colleague who missed two handovers. The manager describes the observation and asks for Casey’s perspective. Casey explains that cover arrangements and expectations were unclear.
Practise listening before deciding what the explanation means. Clarify the impact, check what support is needed, and agree a proportionate next step without promising an outcome.
Voice is part of the rehearsal: say the words, hear a response and notice how the exchange develops. Text remains another way to practise. The conversation shown here is a scripted fictional illustration.
Afterwards, look back at the wording. Use evidence-linked reflection to consider a possible interpretation, an alternative response and one question to explore with a supervisor.
Use the reflection to prepare for further practice and supervision. This is fictional training, not an employment decision, an investigation finding or legal advice. Follow applicable policy and professional guidance.
What you'll practise
Seven situation types.
Hundreds of variations.
Every scenario is generated fresh from your card selections. Same situation, different persona, different history — every session.
Conduct · Informal stage
Lateness and the race challenge
He believes he's being singled out due to race. How do you hold the conduct conversation without losing the thread?
Welfare · Return to work
Returning after mental health absence
Six weeks off for anxiety. She doesn't know what she has to disclose — or whether this meeting is formal.
Performance · PIP
The dismissive senior employee
Twelve years' tenure. Every piece of feedback is "subjective." How do you introduce a formal plan and keep your authority?
Grievance · Investigation
Race grievance investigation interview
She's alleging a racial element. You must explore the facts without prejudging — while managing her emotional state.
Equality · Reasonable adjustment
Anxiety diagnosis and workplace adjustment
Newly diagnosed. She's made an informal request for adjustments. Disability law, operational need, and trust — all in one conversation.
Wellbeing · Proactive check-in
Spotting burnout before it becomes a crisis
He hasn't been himself for months. This isn't triggered by absence — it's triggered by concern. Getting the tone right is everything.
Who it's for
Three roles.
One platform.
Select your role before each session. Each shapes the AI's evaluation criteria and the dynamics of the simulation.
Line Manager
The primary audience. Practises informal conduct conversations, return-to-work interviews, performance discussions, and welfare check-ins. Scenarios are designed for managers without deep HR expertise.
Focus areas: Conduct · RTW · Performance · Wellbeing · Reasonable adjustment
HR Business Partner
More complex scenarios — advising managers, supporting formal processes, handling sensitive disclosures, and navigating dual roles (employee advocate vs organisational risk). Evaluation includes strategic framing.
Focus areas: Grievance support · Formal process · ER advisory · Policy interpretation
ER Specialist
The most demanding tier — complex grievance investigations, race and disability allegations, Employment Tribunal risk conversations. Evaluation criteria include investigation neutrality and evidence standards.
Focus areas: Investigation · ET risk · Discrimination allegations · Formal hearings
Ready to start your first session?
20 text + 3 voice free, no credit card required. Start with a disciplinary conversation and see how the AI responds to your technique.
Full pricing at /pricing · Social care at kallossim.com