Sarah Cooper

t's frustrating when an employee stops following instructions. You're trying to keep things moving and suddenly someone isn't doing what you've asked. Before you take any action, you need to understand why the behaviour is happening. Refusal is one thing. A misunderstanding, lack of training or someone genuinely struggling is something completely different. Getting clear on the reason is what protects the business and gives you the right next step.

A formal grievance is not something that you can afford to ignore or handle casually. You are busy running the business and may not be sure how serious a grievance really is. But once an employee puts something in writing, how you handle it matters as much as the issue they are raising. If you do not follow Acas guidance and your own procedure, you increase the chance of a tribunal claim and the cost that comes with it. A structured response protects you and keeps the situation under control

You probably haven't heard of the Fair Work Agency yet. That's because it's been slipped in as part of the Employment Rights Act that came into force in April. There is not much information available, but from what we do know, it is going to have a significant impact on your compliance requirements in the future. What we are looking at is not another advisory body. It is an enforcement agency that will expect you to evidence how you comply with employment law