Employment in Flames
Arthur in the Workplace
When someone is fired, harassed, or silenced — and HR won’t help.
Arthur builds a quiet, factual case before the stories collapse.
It happens fast.
You’re isolated.
Meetings disappear.
You’re pulled aside for something vague.
Then someone from HR says “We’ve decided to part ways.”
You’re told not to speak about it.
Your keycard stops working.
There’s a whisper campaign you can’t hear — but feel.
You want to push back.
But your documents are gone.
Your access is revoked.
You don’t know who’s on your side — or what just happened.
This is where Arthur begins.
The Truth About Workplace Conflict
When people think about employment disputes, they picture lawsuits.
But most employment breakdowns never make it to court.
They die in silence — under the weight of confusion, fear, and delay.
Employees don’t sue because they don’t understand their rights.
Because they can’t afford lawyers.
Because they’re embarrassed, emotionally drained, or intimidated.
Meanwhile:
- HR closes ranks
- The employer controls the story
- The evidence disappears
- The employee is erased
Arthur is the intervention.
Not to escalate — but to build the file, stabilize the person, and preserve what’s about to vanish.
Who Calls Arthur in Workplace Conflict
- Employees who were dismissed under suspicious circumstances
- Whistleblowers unsure how to document retaliation
- Executives being edged out after raising internal concerns
- Contractors whose scope or agreements are being manipulated
- Women, racialized staff, or vulnerable employees being targeted through “process”
- Workers who’ve experienced abuse, coercion, or unlawful surveillance — and can’t get help from within
Arthur doesn’t wait for court filings.
We act when the institution closes around you.
What We Do
Arthur provides real-time protection and evidence control — using lawful, strategic methods to preserve facts while tensions rise.
🧾 Evidence Preservation
- Review of emails, files, text threads, and meeting notes
- Secure capture of performance reviews, contracts, and termination letters
- Guidance on legally collecting internal communications (without breaching confidentiality)
👂 Interviewing and Testimony Prep
- Collecting timelines, patterns, and corroborating accounts
- Identifying witnesses, bias, or bad-faith conduct
- Preparing individuals for legal counsel or tribunal appearance
🔍 Surveillance and Verification
- For harassment, stalking, or workplace sabotage
- Field verification when activity outside the office is relevant
🛡️ Strategic Advisory
- Navigating NDAs and severance agreements
- Referral to employment lawyers with the right posture
- Support during mediation, arbitration, or tribunal prep
We don’t take over the legal process.
We make sure you get there with your story intact — and your evidence preserved.
Case Snapshot: The Manufactured Exit
An Indigenous woman in a leadership role raised internal complaints about racism and unequal pay.
Within two weeks:
- She was placed under “performance review”
- Colleagues were told to limit contact
- A “transition plan” was drafted behind her back
- Her email access was shut down — and she was asked to sign an NDA with severance
She didn’t know what was happening — but she knew it wasn’t right.
Arthur is called.
- We recover prior emails, chat threads, and documents from her personal devices
- We interview two staff members who’d seen internal memos referencing “optics management”
- We map a timeline of retaliation and internal manipulation
- We coordinate referral to legal counsel, with full affidavit-ready support
The case is settled — not because she had a lawyer, but because she had a record.
Arthur made sure her story didn’t disappear when her badge did.
Why HR Won’t Help
It’s not that every HR department is corrupt.
It’s that their job is to protect the organisation, not the individual.
When conflict becomes legal risk:
- HR stops documenting
- They shift from supportive to procedural
- They isolate the “problem” employee
- They bury bad actors under compliance-speak
Arthur is the counterweight — an external force that can’t be silenced, stalled, or spun.
What About the Employer?
Arthur works with employers too — but only when there’s commitment to real accountability.
- If you’re a business dealing with legacy harm
- If your leadership is fractured by a toxic player
- If you need outside verification before a decision
- If you want to clean house — lawfully, discreetly, and ethically
Arthur can help.
But we don’t sanitize stories.
We don’t protect titles.
We follow the truth — and protect the process, no matter who it implicates.
What’s at Stake
Without action, workplace injustice leads to:
- Mental health crisis
- Blacklisted careers
- Misused NDAs
- Reputational damage for both parties
- Institutional decay — where bad actors thrive and good people leave
Arthur doesn’t just stop the bleeding.
We capture the moment — so the story can’t be rewritten.
Before It’s Gone
Most workplace injustice is lost in the silence between suspicion and certainty.
Arthur exists in that space.
We protect those who’ve been pushed out.
We stabilize those under pressure.
We give truth a shape — before it’s erased by process.
If you’re in that moment — confused, angry, afraid — don’t wait.
Call Arthur.
We’ll listen.
We’ll act.
And we’ll make sure your side of the story survives.