Published: 28th November 2024
Area: Employment
To avoid grievances over holiday rotas, employers should set clear expectations with staff surrounding holiday cover, time off around the holidays and any additional over-time needed to support the business. However, if a grievance does arise, how can you ensure it is handled with care?
Employment Law Christmas Round Up
During the festive season at work spirits are heightened, Christmas jumpers are out in full force and tubs of celebrations and quality street litter the counterspace. While it is a joyous and fun occasion for those who celebrate, there are still a number of things employers should be wary of to ensure a smooth sailing festive season.
Review your grievance policy
Before taking any action, revisit your company’s grievance policy to ensure that all procedures are clear and compliant with current employment law. This policy should outline how grievances are managed and set expectations for both management and employees, including timeframes and procedures for handling complaints. A clear understanding of the policy helps ensure that the grievance is handled consistently, fairly, and legally.
Investigate the grievance
Conduct a thorough investigation into the grievance raised. This may involve speaking with the employee to understand the specific issues regarding the holiday rota and gathering relevant documents, such as the schedule, emails, or any prior communication on holiday coverage. The meeting with the employee should be held without unreasonable delay and ideally within 5 working days of a formal grievance being raised. It is good practice to allow an employee to have the right to be accompanied in the meeting by a colleague or trade union representative. If necessary, consult with other employees or managers involved. The aim is to obtain a clear picture of the situation and identify any potential oversights or misunderstandings. It would be sensible to keep a written record of the investigation process and any meetings.
Take action
Based on the findings from the investigation, determine the most appropriate course of action. This might involve adjusting the rota, providing additional clarification around holiday policies, or addressing any misunderstandings that may have contributed to the grievance. If changes to the schedule are required, aim to balance business needs with employees’ rights and preferences wherever possible. Document all actions taken to ensure accountability and transparency.
Inform the employee
Once a decision has been made, inform the employee of the outcome promptly and in a clear, respectful manner. The employee should also be given the right to appeal the outcome. Explain the steps taken during the investigation, the actions implemented, and any adjustments to be made moving forward. Reiterate your commitment to fair treatment and encourage open communication to prevent similar issues in the future. This final step reinforces trust and demonstrates that employee concerns are taken seriously, fostering a positive working environment even during busy times.
Should you require any further assistance with handling grievances or reviewing your policies, then do not hesitate to contact a member of our team today who will gladly assist you.
This Christmas we are covering a multitude of topics to help you navigate the holidays with ease.
While the holiday season brings festive cheer and a chance to celebrate, it also comes with a unique set of challenges for employers. By addressing key issues such as managing seasonal workers’ rights, holiday pay entitlements, flexible working arrangements, and employee wellbeing, employers can navigate the festive period with ease and compliance. Offering support through clear communication, fair policies, and inclusivity ensures a positive and productive holiday season for both employees and employers alike. By remaining proactive and understanding, businesses can create a workplace culture that is festive, fair, and respectful of the diverse needs of their workforce.
Day 1
Seasonal workers rights
For a large majority of businesses, particularly those in retail, the holiday season may mean acquiring additional support through seasonal workers. We explore the rights seasonal workers have and address other key questions on the topic.
Day 2
Flexible working rights
Flexible working, especially during Christmas, can help balance business demands with personal challenges. We explore strategies for managing flexible working requests and policies.
Day 3
Christmas holiday pay
Flexible working, especially during Christmas, can help balance business demands with personal challenges. We explore strategies for managing flexible working requests and policies.
Day 4
Christmas bonuses and employer gift giving
At this time of year, Christmas bonuses are a key topic of conversation within employment. We explore the types of bonuses and tax implications for your business to consider.
Day 5
Managing employee absence over the holidays
Managing employee absences, particularly over the holidays, can make things difficult. We discuss what can be done regarding non-genuine absences and how to balance this with business needs.
Day 6
Handling grievances over holiday rotas
To avoid grievances over holiday rotas, employers should set clear expectations with staff surrounding holiday cover, time off around the holidays and any additional over-time needed to support the business. However, if a grievance does arise, we set out the steps to consider to ensure it is handled with care.
Day 7
Supporting wellbeing during the holidays
Supporting employee wellbeing during the holiday season is crucial, as this time can bring increased stress, especially for working parents juggling childcare and work responsibilities. We highlight the ways employers can effectively support their employees to foster a positive and productive workplace culture.
Day 8
Creating an inclusive workplace culture during the holiday season
We explore ways to maintain an inclusive culture at Christmas, focusing on respecting diverse religious beliefs and promoting a supportive and cohesive workplace environment.
Day 9
Can you take the day off when it’s too cold?
While the buzz around Christmas heightens, there is no denying that the winter months can make getting to work difficult for those who need to travel. We share the key considerations for employers during this time.
Day 10
Remote working security to protect your business over the holidays
Over the holiday season, many businesses see an increase in remote work. With employees logging in from various locations and devices, we share the key steps to protect your business’s security during this season.
Day 11
Travelling over the holiday season
Over the holiday season employees are increasingly eager to spend time with loved ones and often travel to make the most of the festive break. We share how employers can balance this with the business needs effectively to help the business run smoothly and enhance employee morale.
Day 12
Office Christmas party guidance
The Christmas period can be an excellent time for workplaces to relax and employees to have fun. However, with social events like office parties, the blurring of personal and professional can present some unique HR problems. We provide guidance to help ensure your office to get together runs smoothy.
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Tom is ranked as a Next Generation Partner in the Legal 500 United Kingdom 2024 edition and is also part of a team ranked as a Top Tier Firm for Education in the same edition.
Tom works with employers to prevent and resolve people issues, to ensure their organisations continue to work efficiently and effectively.
Tom is an experienced employment lawyer and is the firm’s Head of Further Education, leading our relationship with the FE sector.
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