Proposed Changes To The ACAS Code Of Practice On Disciplinary And Grievance Procedures
Since the pandemic, as a HR Consultant, I have seen an increase in the number of formal grievances raised by employees.
These are increasingly lengthy and complex, often written by AI, using legalistic language.
Once a business has received a formal grievance, they must respond.
This impacts on a business in several ways:
Time and cost including management time, as well as appointing external HR support and legal advice
Impact on working relationships between the employee who has raised the grievance and those named in the grievance
Increased likelihood of sickness absence, staff turnover, productivity and staff morale
The blueprint for businesses to deal with a grievance is set out in the ACAS Code of Practice on Disciplinary and Grievances, which was last fully revised in 2009, with some changes made in 2015. It is therefore good to see that the government is currently consulting on changes to the Code, with an increased focus on dealing with employee relations issues, including grievances, through an informal route first.
You can find more details here, and business, managers, HR professionals and employment lawyers are encouraged to provide feedback:
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With over 28 years’ experience in senior HR roles, Sarah Darbyshire works with business owners and management teams across Yorkshire to design and implement successful HR strategies.
To find out more about how we can support your growing business, get in touch with Sarah on 07495 857525, or email sarah@hrsolutionsyorkshire.co.uk.
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