Managers often serve as the first point of contact for employees who wish to raise grievances. It is essential therefore that managers possess the knowledge and skills necessary to be able to handle such situations effectively.
Furthermore, the Worker Protection (Amendment of Equality Act 2010) Act 2023 coming into force on 26 October 2024 will place a responsibility on employers to take reasonable steps to prevent sexual harassment of their employees in the workplace. If a grievance involves accusations of sexual harassment, it will be all the more important that managers are clear on how to proceed, and, in order to reduce the risk of successful claims, it will be vital that employers can demonstrate that they have conducted training on how to deal with such allegations.
Are managers equipped to handle grievances effectively?
Once a grievance arrives in a manager's inbox, they should be well-prepared and knowledgeable about the practical steps required to address the issue effectively. Do they know how to respond? When should they respond? Do they know what steps to take? These are just a few of the questions that training can help managers answer.
How can training help?
Training needs to provide managers with the necessary guidance and understanding of the grievance-handling process. It should equip them with the skills to assess the situation objectively, gather relevant information, and to be able to move the process forward in a timely manner while maintaining fairness. Doing so will help reassure employees that the organisation takes grievance matters seriously, which in turn will help to protect the business.
Why is it important to maintain training records?
Keeping accurate and up-to-date records regarding grievance training demonstrates your organisation's commitment to legal and regulatory compliance, and in the event of an audit or investigation, comprehensive training records show that your organisation takes grievance handling seriously and has taken proactive steps to train managers appropriately. This can positively influence the perception of regulatory bodies and minimise potential legal risks.
Also, training records enable you to track which managers have received grievance handling training and when. This helps identify any skill gaps or areas that may require refresher training. By addressing these gaps promptly, you can ensure consistent and effective grievance handling across your organisation. Regular training updates also reinforce the importance of grievance handling and serve as a reminder of the organisation's commitment to maintaining a respectful work environment.
How can training records help in the event of a legal dispute?
Lastly, well-documented training records can serve as evidence that your organisation has taken reasonable steps to prevent and address grievances. In the unfortunate event of a legal dispute, these records can help mitigate potential legal risks and protect your organisation's reputation. By maintaining thorough and accurate records, you demonstrate your dedication to fair processes and employee well-being.
What is the benefit of training managers?
Training empowers managers to handle grievances in a fair, unbiased, and confident manner. With training, managers are better equipped to address issues promptly and effectively, preventing potential escalations that could negatively impact team dynamics as well as the organisation.
How 3CS can help
Our HR consulting team is here to support you in implementing grievance handling training and creating a positive and productive workplace. If you have any questions or need further assistance with training or any other HR Support matter, please don't hesitate to get in touch with your usual 3CS contact.
