Conflict at work can arise in many forms, from raising concerns informally to pursuing formal disputes. If handled positively and at an early stage, conflict can strengthen working relationships, build trust and prevent issues from escalating. Employers should understand how workers can raise problems, how concerns should be addressed and when formal processes or external bodies become involved. Knowing the correct procedures helps employers manage conflict fairly and lawfully.
Section A: Raising and dealing with problems at work
Many workplace issues can be resolved early through open communication and informal problem-solving. Employers should encourage workers to raise concerns promptly and consider approaches such as mediation where appropriate. In some cases, workers may raise serious concerns through whistleblowing protections, which carry specific legal safeguards.
Section B: Discipline and grievance
Where informal resolution is not possible, formal disciplinary and grievance procedures may be required. Employers and workers should understand how these processes operate, including investigation requirements, fair procedures and the importance of following established policies to reduce the risk of legal challenge.
Section C: Employment tribunals
Employment tribunals are independent bodies that resolve workplace disputes when issues cannot be settled internally. Employers should understand what tribunals deal with, the importance of time limits and the requirement to notify Acas before most claims can be brought.
FAQs
1. Should all workplace problems be dealt with formally?
No. Many issues can be resolved informally through discussion or mediation. Formal procedures should usually be a last resort where early resolution is not possible.
2. What is mediation at work?
Mediation is a voluntary process where an independent person helps parties resolve a dispute and reach an agreed outcome.
3. What protections apply to whistleblowers?
Workers who make protected disclosures about wrongdoing may be protected from dismissal or detriment under whistleblowing law.
4. Is Acas notification always required before a tribunal claim?
In most cases, a claimant must notify Acas and consider early conciliation before submitting an employment tribunal claim.
5. Are there strict time limits for tribunal claims?
Yes. Most employment tribunal claims must be brought within specific time limits, often three months less one day from the relevant event.
Conclusion
Conflict and resolution are an unavoidable part of managing people at work. Employers who address issues early, follow fair procedures and understand the role of tribunals are better placed to resolve disputes effectively and lawfully. The topics above signpost key guidance on managing workplace conflict and resolving disputes.
Glossary
| Term | Meaning |
|---|---|
| Mediation | A voluntary process to help resolve workplace disputes with the support of an independent third party |
| Whistleblowing | Raising concerns about wrongdoing in the workplace under legal protections |
| Disciplinary procedure | A formal process for dealing with alleged misconduct or poor performance |
| Grievance procedure | A formal process for workers to raise complaints about workplace issues |
| Employment tribunal | An independent body that resolves disputes between employers and workers |
| Early conciliation | The Acas process that must usually be completed before a tribunal claim is made |
Useful links
| Resource | Description |
|---|---|
| GOV.UK – Handling a workplace dispute | Overview of resolving workplace problems and disputes |
| GOV.UK – Whistleblowing | Guidance on whistleblowing protections and rights |
| ACAS – Disciplinary and grievance procedures | Employer guidance on formal workplace procedures |
| ACAS – Early conciliation | Information on the Acas early conciliation process |
| GOV.UK – Employment tribunals | Guidance on tribunal claims, time limits and processes |
