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
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?
Employee GrievanceWe can support you in dealing with any employee grievance you have within your business. We can either guide you through the grievance process or you can hand the entire grievance over to us and we’ll investigate and hear the matter on your behalf. Service Key Features Support from an HR professional who’s dealt with all types
Employee Disciplinary Support with employee disciplinary issues, ensuring legal compliance, best practice and pragmatic guidance. Employee Grievance Independent and objective advice to resolve employee grievance issues quickly, avoiding unnecessary drama. Absence Management Support implementing practical, legally compliant absence management to address employee absence issues. Employee Performance Support in managing employee poor performance issues that aren’t serious enough for disciplinary action. Terminating
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.