Search
Close this search box.

What is causing the big surge in workplace grievances?

With strong policies and procedures in place, business owners are in a much better position to manage all grievance issues consistently and in compliance with the relevant employment laws.

Dealing with grievances is never easy. But, for most employers, unfortunately, they come with the territory. And especially now, as grievance claims have surged by 30% in the last two years.One of the most common reasons for grievances is ‘relationships with managers’, with more than half (54%) of those raised citing this as the reason.

 

Kate Palmer, HR Advice and Consultancy Director at Peninsula, says “There are several reasons why tensions may flare between employees and their line managers. One such example is the pressures created by the ongoing cost-of-living crisis, particularly where pay raises cannot be granted. Another might be the mass return to the office after years of remote or hybrid working as a result of the pandemic.

“Whilst video calls and chat functions have been a useful replacement for in-person interaction during the pandemic, now that we’re starting to see more and more companies move back to being fully site-based, it appears to be bringing about challenges in the way that colleagues interact with each other.

“As such, there may be a need to remind employees about appropriate standards of workplace behaviour to avoid any conduct issues arising.

“It’s always a good idea for employers to regularly circulate their handbooks and policies to all employees, so that there is no misunderstanding as to what is and what is not acceptable behaviour at work. In addition, it’s beneficial to supplement policies with management training.”

“Where grievances occur due to personality clashes, mediation can be a great tool. This allows both parties to talk privately and confidentially about their concerns and work towards a mutually acceptable solution with the support of a third-party and unbiased mediator. The mediator agrees a solution with both parties and sets out ways this can be achieved.

“Whenever grievances arise, no matter the topic or cause, it’s important that they are taken seriously and investigated fully to avoid claims being made to a tribunal. It’s always recommended to refer to your written grievance policy which should set out the correct procedures.

“With strong policies and procedures in place, business owners are in a much better position to manage all grievance issues consistently and in compliance with the relevant employment laws.”

    Read more

    Latest News

    Read More

    How to stop loneliness at work in its tracks

    13 June 2024

    Newsletter

    Receive the latest HR news and strategic content

    Please note, as per the GDPR Legislation, we need to ensure you are ‘Opted In’ to receive updates from ‘theHRDIRECTOR’. We will NEVER sell, rent, share or give away your data to third parties. We only use it to send information about our products and updates within the HR space To see our Privacy Policy – click here

    Latest HR Jobs

    The University of Edinburgh – CMVM/Institute of Genetics and CancerSalary: £32,982 to £38,205 per annum (Grade 6)

    Collaborate closely with service directors, heads of service, and senior managers to drive transformation initiatives. Job Types: Full-time, Permanent. £54,446 – £57,401 a yearFrom Indeed

    The HR function follows the typical operating model of strategy, expert services, people development, business partnering, recruitment and operations. £75,000 a yearFrom Civil Service –

    Reporting to the Chief People Officer, you will oversee the full employee lifecycle, ensuring the delivery of HR activities that attract, retain, and develop…From PA

    Read the latest digital issue of theHRDIRECTOR for FREE

    Read the latest digital issue of theHRDIRECTOR for FREE