Managing grievances in your business

This month we’ve had to manage a grievance on behalf of a client.

It is of the utmost importance that grievances, whether they be verbal or in writing, are dealt with as soon as possible. An early resolution is the objective, avoiding a lengthy situation that could end in a costly tribunal. Addressing the grievance swiftly and in accordance with the correct procedure will reduce the stress for all parties concerned.

A Grievance Procedure is a legal requirement

It is a legal requirement that all businesses have a grievance procedure, this ensures that all employees are treated fairly. Should the dispute go to tribunal the employer will able to demonstrate that the correct procedure has been followed.

If an employee states they are resigning because of something negative, then this should also be followed up formally following the grievance procedure.

Handling grievances

The company hand book, that all employees should have access to, will inform your employees of the formal route they can follow should they have a grievance. The grievance procedure will include:

1. All stages of the ACAS Code as well as other company procedures
2. Who to raise the complaint to and who can support them
3. The timescales for dealing with the complaint
4. The stages of the grievance procedure, for example how a complaint may be raised with the next level of management     if a satisfactory resolution isn’t reached
5. Your employee has the right to be accompanied to grievance hearings by a colleague.

We’ve already mentioned the importance of nipping the grievance in the bud, but which is the most appropriate approach; informal or formal? It this short ACAS video their advisor explains the options.

If it is the employer that has the grievance this is most likely to form part of a disciplinary process. Check out our article Disciplinary Procedure: What you should and shouldn’t do.

As in the case that we’ve been dealing with it’s often easier and swifter that an intermediary is involved in getting to the root of the issue. We can ensure the emotions do not get in the way of finding a swift solution as well as draw up a plan that is acceptable to both parties to monitor the situation over the coming months.

If a grievance procedure does not feature in your company handbook, please give us a call on 01737 336 336 or email so that we can provide you with the required documentation.

Impact of Brexit on UK employment laws

Some time has now passed following the historic decision by Great Britain to leave the EU, having been a member for over 40 years. During that period, the landscape of this country has changed dramatically and many of the laws by which we are governed have been taken in Brussels.

One thing is clear, and that is, there is great deal of work to be done before Britain finally exits the EU, once it formally evokes Article 50 of the Lisbon Treaty of 2007. This will undoubtedly lead to confusion, concern and uncertainty as to where many employers and employees stand in relation to the UK’s employment laws.

So I thought I would share with you, a pretty comprehensive article I read on the matter titled The impact of Brexit on UK employment law – Summer 2016 by CMS Cameron McKenna. This gives an excellent insight as to where many of us stand and where we may find ourselves in the future of Britain.

The message is “Keep calm and carry on”.

Keep calm and carry on post Brexit decisionWe do hope you find the article useful.  If you have any questions please contact Charlie Lloyd who has a wealth of experience in this area.

You can email Charlie or call 01737 336336.






Recruiting is a PR opportunity

It has been said so many times before, that the people that work in your company, are your most important asset, so ensuring you have the best people possible, can be key to the success of your business.

Recruiting the right individuals in the first place, is therefore of paramount importance and…

“the manner by which you recruit can say much about the ethos of your business.”

Are you making the most of the PR opportunity when you are hiring?

When following the correct recruitment process, it can deliver a number of positive messages to your customers, employees, stake holders and competitors.

On the other hand, when the process is not professionally managed, the opposite is true and the costs to your business can be significant.

Recruitment best practice

Getting it right doesn’t have to be difficult, but it does rely on doing the right thing. So what does good recruitment practice actually look like? What are some of the things you must consider when you go out to the market place to hire someone for your business?

  • Consider your hiring options. Do you need to hire externally or can you hire from within?
  • Will you handle the recruitment process in-house or use a 3rd party recruitment consultancy?
  • Do you have all the documentation necessary? For example:
    • A clear and accurate job description
    • Person specification
    • Application forms
    • Information about your company
    • Policy documents such as diversity and equality
    • Job offer letter
    • Contract of employment
  • How and where are you going to advertise the position and what methods are you going to use? Remember, social media now plays its part in the recruitment arena.
  • What is your selection criteria and how will the interview process be conducted and by whom?
  • What 3rd party checking and assessments will you undertake of all the candidates?
  • How do you handle those that you reject? Remember, you may interact with these people in the future, so treat them with respect. Thank them for their time.

Your business in the spotlight

Recruiting is an expensive and time consuming process. Getting it right the first time has an immediate and positive impact on your business. It also creates the right environment in which new employees can thrive and feel positive about the choice they have made to work within your business. As they say “it’s a two-way street”!

Don’t miss the opportunity to position your business in the best light possible throughout the recruitment process. If this is an area of your HR activity that we can help you with, then do contact Charlie Lloyd who has a wealth of experience in this area.

You can reach Charlie via email or call 01737 336336.