Employee Relations and Grievances

Employee Relations and Grievances

Maintaining positive employee relations is vitally important to the smooth running of, and the ability to achieve successful outcomes within, all education establishments. 'Employee relations' defines the employee-employer relationship and can be just as much about the informal climate in the workplace as formal consultation mechanisms through representative groups and unions.

Working with a range of unions is an everyday reality in the education sector where their purpose is partly industrial (protecting the rights and living standards of their members) and partly political (as a consultation partner of the government over education policy, as campaigners and lobbyists).

Employee relations is also about the employment relationship with individuals, however. Where problems at work are not dealt with quickly and effectively they will often result in grievances being raised or staff reporting concerns about the suspected wrongdoing of others (whistleblowing).

What's in this topic collection:

This topic collection contains guidance, information and resources on various aspects of managing employee relations, including union recognition and collective bargaining, industrial action, employee grievances and whistleblowing.  It also includes an example Bullying and Harassment (including Sexual Harassment) policy and other useful documents.   It also covers the legal requirement to report annually on trade union facility time which applies to most publicly-funded education establishments that employ more than 49 FTE employees.

Recent legislative Changes: Duty to prevent Sexual Harassment at work

On 26 October 2024, the new Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force.  The Act introduces a new duty on employers to take reasonable steps and proactive measures to prevent sexual harassment of their workers from occurring in the workplace.  You can read more about it below and in the resources section there is a Risk Assessment template, together with an updated Anti-Bullying and Harassment (including Sexual Harassment) policy.  Our example Equality, Diversity and inclusion (EDI) policy has also been updated.

There is an expectation that, as part of the preventative duty, employers ensure the necessary training is in place for line managers and all staff.   A training programme will be available in early 2025 to help develop awareness and management skills in this area.  If you would like to register your interest for when this programme is available, please email us at eduhrsupport@strictlyeducation.co.uk