LemonAID SOS · Crisis Advocacy · Performance Management & Capability

You're not broken. The system is trying to manage you out.

You're facing performance management, disciplinary action, or capability proceedings. And you know, even if they won't say it, that this is because you don't fit their neurotypical template.

Your ADHD shows up as “disorganised.” Your autism reads as “inflexible.” Your trauma response gets labelled “unprofessional.” Your neurodivergent brilliance is being reframed as incompetence.

This is comprehensive advocacy when the system targets you for being different.

This Is For You If:

You're facing:

  • •Performance management tied to how you think, not what you deliver
  • •Disciplinary proceedings for behaviours linked to neurodivergence or trauma
  • •Capability concerns linked to menopause, late ADHD/autism diagnosis, health conditions, or any change in how you function
  • •Managed exit conversations designed to make you quit
  • •Workplace investigations after you raised concerns about bullying, racism, or discrimination, and suddenly YOU'RE the problem

You know you're good at your job. They know it too. But you don't do it their way, and now they're building a case.

What This Isn't

This is not legal advice. Rachael is not a solicitor or employment lawyer. This is not clinical support or therapy. If you need legal representation, get a lawyer; she can work alongside your legal team, but doesn't replace them.

What This Is

Comprehensive strategic advocacy when you're navigating systems designed to manage you out. What you actually get:

Initial Assessment Session (90 minutes)

You tell her everything that's happening. She assesses where you are in the process, identifies immediate risks and priorities, and tells you honestly what she thinks your options are.

Complete Document Review

You send everything: HR correspondence, meeting notes, appraisals, capability or improvement plans, your organisation's policies, medical evidence and occupational health reports. She reviews it all (typically a full day), checking whether policies have been followed, whether reasonable adjustments were offered or refused, whether Access to Work or Occupational Health was ever mentioned, and whether you've been given a genuine opportunity to succeed. She looks for discrepancies, gaps, and leverage.

Strategic Documentation Support

She drafts all your responses back to HR: letters challenging process failures, reasonable adjustment requests, appeals, exit negotiation proposals. You approve everything before it's sent. Your voice, her strategic framing.

Meeting Attendance

She attends meetings with you as a reasonable adjustment under the Equality Act: performance reviews, capability hearings, disciplinary meetings, exit negotiations. Taking notes, asking clarifying questions, advocating for you in the room. So far, no organisation has refused this reasonable adjustment. If they do, that's evidence.

Ongoing Strategic Support

Between meetings: WhatsApp and email access for urgent questions, support with the emotional toll, connections to specialist resources (Pharmacist Support, BMA, union reps), and help navigating next steps as things develop.

Exit Negotiation (If Needed)

If staying isn't viable, she helps you negotiate settlement agreements, references, financial compensation and confidentiality terms. The goal is getting you OUT with the best possible terms, not fighting a battle you can't win.

How Long This Takes

Minimum 2 months. Most cases run 3-6 months depending on where you are in the process. She stays with you from first formal meeting through appeals to outcome, or from initial assessment through exit negotiation to settlement. If your case goes to tribunal, she supports you up to that point but does not represent you; that's what lawyers do.

Investment

This is intensive work. You're not paying for coaching. You're paying for advocacy, document review, meeting attendance, strategic thinking, and ongoing support when the stakes are high. Pricing is tiered by role level and salary band, making the support accessible while valuing the intensity of the work.

TierInitial month (intensive)Ongoing months
NHS / public sector (Bands 7-8a or equivalent)£1,500£750
Senior leaders / private sector£2,500£1,250
Executive level (£100k+ salary)£3,500£1,750

The initial month includes the complete document review, all letter drafting, 2 meetings with your employer, and ongoing WhatsApp/email support. Ongoing months include letter drafting as needed, 1 meeting, 1 coaching/strategy session for the emotional toll, and ongoing support. Additional meetings are £500 each. Payment plans available.

Why tiered pricing? Higher earners have more financial cushion during crisis; lower earners are more vulnerable. The work is the same regardless of your salary, but your capacity to invest varies.

What You Need to Know About Rachael

She's managed large NHS teams for 20+ years and knows HR processes, ACAS guidance, and Equality Act requirements inside out. She trained with the National Clinical Advisory Service (NCAS) on fitness to practice and capability cases, and has worked alongside regulatory bodies at a national level.

She's neurodivergent and a domestic abuse survivor. She knows what it means to be in systems designed to break you. She will not let them make you believe you're the problem when the system is. And she'll be honest about what's winnable and what's not; sometimes the best outcome is a good exit, not a fight you can't win.

Success looks like:

  • •Case dismissed because we challenged process failures
  • •Reasonable adjustments implemented, and you stay
  • •Settlement negotiated, and you exit with dignity and compensation
  • •You protected from further harm while navigating the system

Request SOS Support

Rachael takes a maximum of 3 SOS clients at any time so she can actually support you when you need it. If she's at capacity, she'll tell you when she'll have availability. You'll hear back within 24 hours.

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