Workplace grievances: how to avoid conflicts between workers

As an employer, what can you do to limit the amount of workplace grievances raised in your organisation?

Our employment law team and newly launched HR support consultancy can assist businesses of all sizes with workplace grievances and conflicts, as well as other HR requirements. Here, our experts share their tips on how to avoid conflicts between employees.

According to data from the Office for National statistics, in 2023 the average full-time worker spent 36.4 hours per week at work*. That’s 36.4 hours per week spent with people who (in most cases) are not our family or chosen friends. Often, employees are arbitrarily thrown together into an environment where they work over 8 hours per day with colleagues whom they may not have anything in common with, or even like.

Most people luck out and get on well with their colleagues, forging strong working relationships, and ultimately a productive working life. However, we are all human, and we can’t like everyone all of the time. Sometimes it will be a simple case of a clash of personalities, but in more concerning cases it can be due to discriminatory attitudes and prejudice.

In a working environment, such conflicts can cause issues for employers, such as tension, disruption, lack of motivation, lack of productivity, sickness absence, and sometimes even violence. These problems can be a huge headache for employers, particularly when workplace grievances are raised, which can even lead to employment tribunal claims.

What can employers do?

It is important for businesses to put in place effective mechanisms and policies to address issues that may occur between employees, before they escalate into major and time-consuming disputes. It’s also important that these policies are readily available to your employees, so they can access them easily to understand both their rights, and obligations in the workplace.

We recommend that all employers do the following:

Look out for conflicts

Managers should keep their eyes open for signs of conflict between their staff, including a decrease in productivity, behavioural changes and sickness absence. It may be something as subtle as employees avoiding working from the office at the same time as particular colleagues, or not partaking in group activities.

Act quickly

As soon as any conflict becomes apparent, attempt to address and resolve it immediately and informally. This could involve managers or HR having a ‘quiet word’, confidentially with the parties.

Have an open-door policy

Create a culture that makes employees feel that they can approach their managers and/or HR about conflicts and issues, without fear of reprisals. Regularly remind staff of their points of contact for workplace issues, and encourage them to have an open dialogue with their managers and/or HR.

Consider mediation with a neutral third party

At a first port of call, explore whether the issues can be resolved through a discussion between the employees in question and a neutral third party. Mediation is much quicker and less expensive than going to court.

What’s more, reaching an agreement and/or resolution through mediation could preserve what may be an important commercial relationship, which would almost certainly break down if the dispute were to escalate.

Put a grievance policy in place

Have a policy in place that clearly sets out the grievance process in your organisation and make sure this is communicated to all staff, and easily accessible.  This policy, along with any other policies you may have, should be reviewed regularly and kept updated.

If the matter cannot be resolved informally, and an employee raises a formal grievance, it can then be investigated fully by a neutral third party, in accordance with your grievance policy.

If you would like to learn more about how Willans HR can support you in dealing with workplace conflict and grievances, please get in touch.

*Source: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/timeseries/ybuy/lms

About Willans HR support

Willans’ HR support consultancy assists both national and local businesses, of all sizes, with their day-to-day and strategic HR requirements.

By providing a seamless service, with both legal and HR advisors working together, we can ensure our clients benefit from a consistent approach and outcomes are delivered as efficiently and cost-effectively as possible.

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