Are your managers trained to know what to expect if they have a grievance raised against them, or one of their team?
Did you know that nearly 1/3 (30%) of employers have seen employee grievances rise over the past 2 years, particularly around relationships and pay?
According to a survey carried out in 2022, relationships with managers or colleagues were the most common reasons for a grievance being raised, but many employees are also raising concerns regarding their pay, or pay grading, too as the cost of living surges.
The survey involved 324,545 employees over 158 businesses. The results showed that the top 3 reasons an employee raised a grievance were:
- bullying or harassment (67%);
- relationships with managers (54%); and
- relationships with colleagues (49%).
However, 37% of employers reported pay and pay grading as the main cause of employee grievances. This shows the internal perception is different to the reality day-to-day.
In addition, 40% of employers stated that managers were ineffective at resolving issues with employees, before their concerns were raised as a formal grievance. Some employers reported that they thought this was due to a lack of training, whilst others said managers were concerned about being portrayed negatively.
As an employer, you should be providing regular training to your managers, at least every 12 months, so that they all feel supported and know how to deal with the different issues that may arise. This also keeps a consistent approach across the business.
Are your managers trained in how to deal with a grievance, either against them or one of their team?
We have seen a number of managers worry when a grievance is raised against them, or one of their team, and they can sometimes be left feeling isolated and do not really know how to deal with it. If no training has been provided to them, they won’t know how to deal with it and this can sometimes cause panic. It can also cause problems for you as an employer, should the process get scrutinised by a Tribunal further down the line.
Having a handbook is great, but do your managers know what it means in practice? Do they know where the handbook is? If managers feel overwhelmed or anxious about how to deal with grievances, this can lead to some of them going off sick with stress, for example, which is counterproductive and simply masks the bigger issues. Effective communication is a key part in minimising confusion and uncertainty.
There is a process that employers should follow when dealing with a grievance correctly and in a timely manner. Failure to do so can result in up to 25% uplift in some compensatory awards at Tribunal.
Did you know that, here at Peach Law, we can coach your management team on what is expected during grievance and disciplinary procedures? This will help prevent them feeling isolated whilst reducing any potential absences, therefore maintaining business productivity.
Do you have an up to date handbook? Is your grievance policy legally compliant?
We can also help with drafting your employee handbook and/or review what you currently have in place.
Reach out to us and we can help you get it right!
? hello@peachlaw.co.uk
? Connect with us on LinkedIn – Peach Law (HR & Employment Law Specialists)
? 0161 478 3800
