Grievance at Work Guide for Employers
There are various ways that a grievance at work can be dealt with, depending on the nature and severity of the issues being raised. In some cases, a relatively minor matter may be dealt with informally but, if not effectively resolved, this may need to be dealt with by way of a formal grievance procedure. […]
Dealing With Insubordination At Work
Insubordination at work can be a serious matter, given its effect of damaging working relationships, undermining organisational authority and the potential to impact wider team morale. But does insubordination warrant disciplinary action? Insubordination is when an employee refuses to follow a lawful and reasonable instruction from their employer or displays defiant or disrespectful behaviour. Examples […]
Undermined at Work? Practical Workplace Advice
Being undermined at work refers to actions or behaviours that intentionally weaken an individual’s authority, confidence, or ability to perform their role effectively. Examples include openly questioning someone’s decisions, excluding them from important meetings, spreading rumours, or sabotaging their work. Such behaviour can occur between colleagues or be directed by a manager towards an employee. […]
Accused of Bullying at Work: Guide for Employers
Bullying at work involves behaviour that is intimidating, degrading, or humiliating, and it can take many forms, including verbal abuse, exclusion, or spreading rumours. Employers may face situations where an employee is accused of bullying, requiring careful handling to address the issue effectively while maintaining workplace fairness. Accusations of bullying can present risks for employers […]
Workplace Grievance Guide for Employers
A grievance is a formal concern or complaint raised by an employee about issues they experience in the workplace. Employees can raise a grievance at work because of a broad range of workplace problems where the employer’s actions, or those of a work colleague, are felt to have been unfair or unwarranted. These may relate […]
Malingering, Fake Illness & Disciplinaries
If an employee is genuinely sick or injured, they are entitled to take time off work to recover. If an employer suspects an employee of malingering, and that they may not be genuinely ill or as ill as they claim, the employer can take steps to deal with the concerns. Malingering, often referred to as […]
How To Deal With Difficult Employees
Managing difficult employees is an unwanted but all-too-common issue for employers and managers. A difficult employee could be someone who fails to conduct themselves in a responsible or professional manner within the workplace. Or it could be someone whose behaviour negatively influences and affects other employees, creating a hostile working environment and draining attention and productivity. […]
Employment Tribunal Rules & Procedures
If a workplace dispute cannot be resolved on mutually agreeable terms with an existing or former employee, you may find yourself defending a claim in the employment tribunal. This could be, for example, a claim for unlawful deduction of wages, unfair dismissal or unlawful discrimination. As an employer, by understanding the employment tribunal rules and […]
Employee Breach of Contract: Advice for Employers
An employee breach of contract occurs when an employee fails to fulfil their obligations under the terms of their contract of employment. Common examples include not providing the agreed notice period when resigning, breaching confidentiality agreements, or failing to comply with restrictive covenants, such as non-compete clauses. Such breaches can disrupt business operations and damage […]
Disciplinary Investigation: Guide for Employers
A disciplinary investigation is a process undertaken by employers to establish the facts surrounding an alleged misconduct or performance issue. It aims to determine whether there is sufficient evidence to warrant disciplinary action against an employee. Conducting a fair and thorough investigation is a fundamental aspect of maintaining workplace standards and adhering to legal obligations. […]