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By LegalEdge News

Dealing with unhappy employees 

As staff are being asked to return to the office, you may find some aren’t willing to do so, or that you’re having to deal with a higher level of (other) staff issues/complaints.

If so a staff handbook is invaluable.  In fact, by law, all employers must have a grievance procedure that staff can use if they have a problem or want to make a complaint. If you don’t, or the process doesn’t resolve an issue, you may find that things escalate and, worst case, you end up in an employment tribunal. 

ACAS has some very useful guidance on this, see here.

And here are our tips for avoiding common pitfalls.

Follow your process

Don’t bury your head in the sand

Communication is key

Don’t overlook an informal complaint:

Keep an open mind: 

Confirm your decision in writing: 

Let the employee bring a companion to meetings: 

Don’t forget to offer an appeal from any decision: 

Consider involving a third party to run the process for you:

Also bear in mind that if an employee makes a claim of unfair dismissal or discrimination, the way you’ve dealt with any grievances will have a bearing on the tribunal’s decision and also on the amount of compensation (if any) that’s awarded to the employee. 

Our HR Legal Counsel service provides strategic and commercial legal support and advice to support your business. If you want to discuss any of the above or have any questions about your HR policies and processes please get in touch.

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