Open Navigation

Informal Complaints

The first step in dealing with a workplace issue

Often when an employee has an issue at work the matter can be resolved informally before any further action is required. For the employer this often requires a forward thinking approach to address any issues at an early stage

Where appropriate it is best to attempt to resolve any workplace issue on an informal basis. This may involve an employee speaking to their line manager or a member of HR about any problems they are having. If action is taken at an early stage, when problems first arise, the employer will be aware that the employee feels there is a problem at work where it may not have been previously and it may be a matter which can then be addressed with relative ease. For example a solution may be that the line manager speaks to another member of staff about their behaviour.

It is important for managers within an organisation to be trained to identify at an early stage where an employee is raising an issue informally which could potentially lead to a formal grievance and to deal with the situation sensitively to avoid the situation becoming exasperated unnecessarily.

There may be situations where an employee feels it is not appropriate or they do not wish to raise complaints informally. Such situations may be where a complaint is about a line manager, or where it is of such a serious nature that it should be dealt with through a formal procedure. In this case the employee should raise their concerns in writing using their employer’s formal

News

CoronaVirus

International Arrivals: Negative COVID Test Required

The UK Government has announced that all international arrivals to England and Scotland from the week commencing 11 January 2021, including UK nationals, will be required to present a negative COVID-19 test taken up to 72 hours prior to departure. This will be on top of the mandatory 10 day self-isolation for arrivals not from…

Read More

“Costs-Plus” and Indirect Age Discrimination

A claim for indirect discrimination can be successfully defended if an employer is able to show that it was acting in a way which was “a proportionate means of achieving a legitimate aim”.  Whilst cost alone cannot amount to a justification for otherwise discriminatory practices, cost plus other factors (known as the “costs-plus” justification) may….

Read More