Practise the HR conversations
that managers dread —
before they matter.
AI-powered conversation simulator grounded in the ACAS Code of Practice. Train line managers and HR professionals on disciplinary, grievance, performance, and wellbeing conversations — safely, consistently, and at scale.
AI · unlimited cases · 3 practitioner roles · ACAS Code of Practice · Employment Rights Act 1996
What you'll practise
Six 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.
See the difference
The AI scores every turn.
Not just the outcome.
The evaluation is grounded in ACAS criteria — procedural fairness, evidence-based feedback, maintaining authority under pressure. You get rationale, not just a number.
⚠ Novice approach — what managers often do
✓ Skilled approach — what this tool develops
How it works
Built for how HR professionals
actually learn.
ACAS-grounded evaluation
Every response is assessed against the ACAS Code of Practice and CIPD standards — procedural fairness, evidence quality, handling allegations, disability obligations. Not just vibes.
Consistent AI personas
Marcus, Sarah, Kevin, and Priya behave consistently across sessions. They remember what you said earlier in the conversation, challenge you when you're vague, and react emotionally to poor technique.
Infinite variation
Select your role, the process stage, the complexity level, and the persona — the AI generates a fresh background and scenario every time. Line managers can repeat sessions without repetition.
Safe practice environment
No real employee data. No real consequences. Managers can make mistakes, get feedback, and try again — in private, without an HR witness or grievance risk.
Scored reflection
After each session, a structured reflection breaks down performance by criterion — what worked, what missed, and what to try differently. CPD-ready for CIPD portfolios.
Team deployment
Assign scenarios to cohorts of line managers. Track completion and aggregate scores by team, role, or scenario type. Identify where your managers need the most development.
Who it's for
Three roles.
One platform.
Each role unlocks a different set of scenarios, evaluation criteria, and AI persona behaviours.
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
Most managers know the process — they've read the policy. What they haven't done is look a real employee in the eye and hold the conversation without flinching. That's exactly what this trains.
L&D Manager · Financial Services · 2025
HR & Employment · Pricing
10 scenarios free.
Then £6/month.
For line managers and HR professionals. No credit card required to start.
Most popular
Individual
£6 / month
10 scenarios/month free · then £6/month · cancel anytime
- All AI · unlimited cases
- All 3 HR roles — Line Manager, HRBP, ER Specialist
- AI case generation every session
- Scored reflection grounded in ACAS Code
- No credit card required to start
Team
£99 / month
Up to 15 users · billed monthly
- Up to 15 team members
- Everything in Individual
- Team dashboard — completion & scores
- Assign scenarios to manager cohorts
- Aggregate reporting by role and scenario
- CIPD CPD certificate export · Priority support
Organisation
Custom
Unlimited users · SSO · branded experience
- Unlimited users
- Everything in Team
- Custom scenario authoring for your policies
- SSO / SAML · LMS integration (SCORM)
- Dedicated account manager
- SLA & DPA included
Social care practitioner? See Social Care pricing →
Ready to run your first session?
10 scenarios free each month, no card required. Start with a disciplinary conversation and see how the AI responds to your technique.