It’s Christmas party day at the office. Christmas jumper day – done. Christmas quiz – won. Christmas lunch – devoured. Spirits are high as your colleagues leave to get ready for tonight’s party. Later, at the bar, you find a manager holding a bunch of mistletoe over their colleague’s head, gesturing for a kiss. That’s…

During the grievance procedure we sometimes come across employees who are particularly determined. They continually raise the same issue, even after you thought you had dealt with it informally. Understandably problematic for HR teams and organisations, its useful to have a few tactics up your sleeve to close down these types of cases. We’ve advised…

The first rule of the grievance outcome letter: provide reasons for any findings, backed up by evidence. It is a common fear that putting too much in a grievance response could give the complainant an opportunity to pull the details apart. The actual danger is that if we don’t give reasons for our response at…

So, we know the importance of establishing the nature of the grievance and ensuring all of the issues are addressed. One way in which we can be confident we have responded to a grievance thoroughly and ensure the employee is satisfied it has been addressed, is by conducting a thorough grievance investigation. So, what does…

As employment law advisers, we are frequently asked about grievances and issues surrounding the grievance process, which put us to thinking: what is it about a grievance that fills us with dread, and why? We all know what we should do in an ideal world… Establish the nature of the grievance and the issues promptly…