Clear Ground is an AI-native employee relations platform for Australian workplaces. It guides managers and HR teams through performance, grievances, investigations and wellbeing — step by step, legally grounded, audit-ready.
Complements your HRIS · Replaces expensive fractional HR
AI is already entering workplace decisions through generic copilots, manager prompts, policy chatbots and HR tools. But most organisations cannot easily show when AI was used, what information it relied on, what it influenced, or whether a human meaningfully reviewed the outcome. Clear Ground gives employers a governed workspace for AI-assisted people matters — creating a transparent record of the guidance given, risks flagged, human review completed, and decisions made.
Performance concerns, grievances, misconduct allegations, mental health disclosures and psychosocial risks rarely arrive neatly packaged. They start as conversations, notes, emails, manager uncertainty and half-formed concerns.
Clear Ground turns those moments into a structured path: what to ask, what to document, when to escalate, and how to keep the process fair.
One platform that supports the manager, structures the process, and builds the case record — from a first quiet concern through to a final, defensible outcome.
Whether the issue stays as a manager conversation or moves into a formal process, Clear Ground provides structured support across the full employee-relations lifecycle.
Describe the situation and Clear Ground walks the manager through the right process step by step — checking prerequisites, flagging risks, and coaching at every stage from first concern through to the next decision.
"I have an employee who's been underperforming for three months…"
Rehearse difficult conversations before they happen. Clear Ground plays the employee — cooperative, defensive, emotional or adversarial — and gives structured coaching feedback the manager can act on.
"Let's rehearse the PIP meeting with a defensive persona…"
Find the right documentation for the situation — PIPs, warning letters, show cause letters, grievance responses and more — with guidance notes and legislative references built in, ready to slot into the case record.
"Do I need to document a performance management process…"
When an employee discloses a mental health difficulty, harassment, bullying or workload distress, Clear Ground coaches the manager through a supportive, legally-aware first response — grounded in ALGEE, mapped to WHS obligations, logged for the record.
"My employee told me they've been struggling with anxiety…"
Every manager dreads at least one conversation: the PIP meeting, the redundancy notification, the hygiene conversation, the response to a disclosure. Clear Ground lets the manager rehearse it first, with a realistic AI employee who pushes back, gets emotional, or cooperates.
Structured coaching feedback covers six dimensions: content completeness, tone and empathy, legal compliance, clarity, adaptability, and psychosocial awareness.
Some people matters need more than advice. Clear Ground helps HR teams move into structured, reviewable workflows for the matters most likely to create legal, cultural or psychosocial risk.
For underperformance, warnings and performance improvement plans. Clear Ground turns three short screens of structured input into a recommended pathway, conversation plan, documentation checklist and seven reviewable artefacts — with the wellbeing dimension considered before any adverse step, and real names never leaving your machine.
Open Performance Pack →For complaints, grievances and misconduct allegations. Clear Ground guides the investigator through scoping, particulars, evidence planning, interviews, analysis, findings, report drafting and sign-off — with hard gates that protect procedural fairness at every step.
Open Workplace Investigations →Every guidance session, rehearsal, workflow step, decision, risk flag, draft and debrief is captured in the Case Journal — so instead of reconstructing what happened later, you have a time-stamped, exportable record as the matter progresses.
The running record of guidance, decisions, drafts, risk zones, next steps and artefacts — timestamped, zone-classified, and tied to the case. If a matter escalates, you have a complete, exportable record of every step you took and every decision you made.
The post-conversation check-in captures what actually happened, listens for new risks or disclosures, and updates the case record. If another conversation is coming, you can rehearse it immediately with the full context already loaded.
A generic LLM can produce a plausible answer. Clear Ground is designed to support a defensible HR process.
It combines Australian employment-law grounding, psychosocial risk prompts, procedural fairness gates, reviewable artefacts, escalation zones, case logging and debrief into one structured employee-relations workflow.
It does not just answer a question. It helps the user follow a safer process.
Every response is classified into a risk zone. Clear Ground knows when to guide, when to caution, and when to step back and recommend a specialist.
Routine guidance, coaching, and general HR questions. No formal process underway. Clear Ground provides full guidance and support.
Formal processes in play: performance management, grievances, or misconduct. Escalation may be recommended. Templates require HR review before use.
High-risk situations: safety concerns, legal exposure, mental health crisis. Clear Ground recommends escalation to a specialist and may limit further guidance.
The safety layer is enforced server-side and cannot be bypassed by the user — even if they try to reframe the conversation or use prompt injection. Clear Ground is not a substitute for legal advice and always makes that clear.
Join the Clear Ground pilot and get structured AI support for your most challenging employee-relations situations — grounded in Australian employment law, built by senior HR practitioners.