The media has been filled with articles on sexual harassment scandals that have brought internal complaints policies and procedures to the attention of many HR professionals and business owners. The news stories have highlighted that having functioning and thorough internal complaints investigation procedures is very important in ensuring a healthy and harassment/discrimination free workplace.
Lots of our clients often refer to the fear they have of employees resigning and claiming constructive dismissal if they are dissatisfied with some element of their employment or how they have been managed. But how big a risk is this really?
You’ve done everything in your power to solve your employee’s grievance but there’s just no way of getting them to a point where they are happy with the outcome. So, what happens next?
In this post, we focus on what happens if your informal approach to dealing with an unhappy employee doesn’t work and the employee starts the formal grievance process.
Managing employee issues in the workplace can be one of the most difficult areas for businesses. No matter how hard business owners and managers try you can never please all of the people all of the time. This post looks at some of the actions you can take when problems occur.
Unfortunately, there’s nothing you can do to remove all chance of ever being taken to an employment tribunal (except to not employ people!). There are, however, a lot of steps you can take to both minimise the risk of receiving an ET1 and maximise the chances of a positive outcome if you do face a claim.