FAQ’s
Please find below a selection of commonly asked questions that relate to our employment law services.
Please note: The content of this webpage does not constitute legal advice and is provided for general information purposes.
What should I do if an employee raises a grievance?
a. Follow your policy and procedure: All employers must have a written procedure for handling grievances that is accessible by employees. A good procedure will set out the steps to be taken and the stages for escalation e.g. informal> formal> appeal.
b. Consider other resolution options: Depending on the nature of the grievance, and ensuring your have the employee’s consent, explore options for resolving the issue without resorting to a formal process. This could involve mediation or other forms of alternative dispute resolution. Good communication and early intervention is key in order to prevent an escalation of the situation.
c. Investigate Fairly: Conduct a thorough investigation into the grievance to gather all relevant facts and evidence. Ensure that the investigation is impartial and conducted by someone not directly involved in the complaint. Keeping detailed records of all information gathered, communication with witnesses, decisions made, and actions taken will assist you in demonstrating that a fair process has been followed.
d. Maintain Confidentiality: Throughout the process, keep confidential the details of the grievance to protect the rights and privacy of all parties involved. Handling sensitive information carefully and disclosing it where necessary and appropriate is crucial.
e. Keep the ACAS Code in mind: Remember that the ACAS Code of Practice on Discipline and Grievance must be adhered to. While your internal procedure is likely to cover the requirements of the Code, it is important to ensure that for a formal grievance, this includes arranging meetings with the employee to discuss their grievance, allowing them the right to bring a colleague or representative, providing opportunities for appeal, and ensuring that decisions are communicated clearly and promptly.
What are the advantages and disadvantages of allowing staff to work from home?
Some advantages may include:
a. Enhanced productivity: The elimination of commute time and fewer workplace distractions may result in higher efficiency and output.
b. Employee Satisfaction and Retention: The flexibility can lead to better work-life balance, ultimately enhancing employee satisfaction and retention rates.
c. Cost savings: Employers can reduce expenses related to office space, utilities, and supplies, while employees save on commuting and clothing costs.
d. Environmental: Reduced commuting can have a substantial positive impact on the environment by lowering carbon emissions and reducing traffic congestion.
Some disadvantages may include:
a. Collaboration and Communication: Being apart can prevent spontaneous collaboration and communication among team members. While video conferencing tools are helpful, they cannot fully replicate face-to-face interactions.
b. Performance management: Ensuring accountability and monitoring performance can be more challenging with remote staff.
c. Set-up and risk: Implementing a WFH policy necessitates a review of health and safety and measures. IT support, cybersecurity and data protection rules also need to be adjusted to the out of office environment.
d. Lack of work-life separation: Without the clear boundary between home and office, employees may find it difficult to disconnect, potentially leading to fatigue and decreased productivity over time.
