Open Navigation

Personality Clashes

What can be done if employees just cannot get on?

Given that many employees spend most of their time with their colleagues, close friendships and long lasting relationships can be formed, which can be a real boost for morale in the workplace. Unsurprisingly however, the same set of circumstances can give rise to personality clashes.

Personality Clashes

There are countless occasions when an employee, who performs perfectly well at their day-to-day job, just does not get along with one or two of their colleagues.

Whilst most of the time, this does not become a wider issues that impacts on the employment relationship.  What can be done in circumstances where an employee’s personality clashes with everyone else?

If an employee finds themselves working with someone that they personally find abrasive, or difficult, for whatever reason, the first step is to essentially follow the steps set out in their employer’s Grievance Policy. This normally starts off with an informal discussion with the colleague in question to try and resolve the issues. If not resolved via an informal process, then an employee may wish to raise a formal grievance.

Where a complaint or grievance is raised that relates to a clash of personalities, like with any grievance, it should be taken seriously. The matter may well be something that could be resolved fairly easily, if they are dealt with at an early stage.

The steps that an employer can take include to try and resolve a dispute or clash between employees:

  • Arranging a (formal or informal) workplace mediation to try and resolve the issues
  • Moving one of the employees to a different team, department, or even a different bank of desks so that their contact is limited, but taking care that it does not appear to be ‘punishment’. Moving employees can itself be fraught with difficulties.
  • Changing one or both of the employee’s work patterns so that they do not have to work together.

If the personality clash or dispute cannot be easily resolved, it may well amount to a fair reason for bringing employment to a conclusion.  Employers will need to establish that they followed a fair procedure and that they acted reasonably by treating the conduct as a reason for dismissal (such as “some other substantial reason” or “misconduct”).

News

COVID-19 Legal Right to Work Check Concessions End on 20 June 2021

The UK Home Office has provided employers with latitude in meeting Legal Right to Work (LRTW) Compliance requirements during the COVID-19 pandemic through a series of concessions. One such concession enables employers to conduct right to work checks remotely, thus not requiring employees or HR personnel to be physically present in an office for the…

Read More
Passport

Is it legal to use coronavirus passports in the UK?

The vaccination programme has been very successful, with over 30 million adults receiving their first inoculations and over 4 million, their second. Until the last few months, the UK government said that requiring coronavirus passports in order to access certain services and foreign travel was discriminatory and therefore would not be adopted.  This view now…

Read More
Immigration Advice based upon the MAC Report

Migration Advisory Committee: Call for Evidence

The Migration Advisory Committee (MAC) is a body of independent expert economists retained by Government to advise on immigration policy reform in the context of prevailing labour market and UK business needs. The MAC undertakes extensive labour market and stakeholder research before publishing recommendations for change following commissions from the Home Office. A MAC review…

Read More