There are many policies and procedures which an employer can implement in their workplace, such as an email and internet policy and an absence policy. However, as a minimum an employer should have a Grievance Procedure, Disciplinary procedure and Dignity at Work Policy.

Not only are these three policies required by law, but they also ensure that any employee disputes are resolved internally rather than the employee going to all-out war and bringing a complaint to an Adjudication Officer.  By implementing these policies within the workplace, the employer also provides themselves with a defence if an employee resigns from their employment and then brings a constructive unfair dismissal claim. If that particular employee failed to exhaust all internal remedies before resigning from their employment, then they will be criticised subsequently by the Adjudication Officer for failing to give their employer an opportunity to resolve their workplace difficulties and the employee may be unsuccessful with their constructive unfair dismissal claim.

It should be noted that an employer cannot simply “sit-back” by simply having these policies in their workplace. The employer must ensure that all employees are aware of the existence of these policies and it is always best to give the employee a copy of the policies and procedures, with their Contract of Employment, when they commence employment and have the employee sign a document to confirm that they have received these policies and procedures.

If you wish to do a “spring-clean” of your employment law documentation or if you would like to implement such procedures in your workplace but are unsure of how to do so then please do not hesitate to contact me.