Sound policies and procedures to help avoid conflict with employees, Employment solicitor provides advice on how small to medium

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Disputes cost UK firms 374,000 working days last year.

<< News archive January 2010

28th January 2010

New figures reveal the number of working days lost through industrial disputes in the UK has rocketed in recent months.

According to data from the Office for National Statistics, which measures figures monthly, an annual figure of approximately 374,000 working days were lost during the 12 months up to October 2009, with 90 separate stoppages occurring mainly in the public sector.

Around 175,000 days were lost in October 2009 through disputes, the increase mainly due to the postal workers strike, according to the ONS, although there were also disputes involving council and transport workers that led to industrial action.

The 12-monthly total is still less than half the figure for the 12 months to October 2008, when 840,000 days were lost through 139 labour disputes, involving more than half a million workers.

Putting in place appropriate procedures to deal with discipline and grievance could save employers money and other vital resources claims employment law partner, Michael Pitt of Pearson Hinchliffe Commercial Law.

Many employee disputes can be avoided by being prepared to deal with conflicts when they occur as quickly and amicably as possible, saving firms time, money, valuable productivity and hard-earned reputations, says Mr. Pitt.

“Employment disputes and conflicts are hot topics and ones that small to medium sized businesses do well to avoid running in to. Even in small well-managed teams conflict can rear its ugly head especially where people are under pressure. The cost to a business of not being alert to staff conflict can be counted not only financially but in the damage to staff morale and productivity.”

Prevention is better than cure

“My advice is to create open and honest dialogue with employees, with clear conflict resolution procedures in place from day one. By issuing an employee handbook (a statement of the policies of the business and how the business is to be conducted) and contracts of employment, misunderstandings or misstatements can be headed off before they occur – I regularly see a lack of these documentary measures ultimately create legal liabilities for businesses.”

“Regardless of the size or complexity of your business these steps will help to create a happy and contented workforce and reduce the potential for disputes”, concluded Mr. Pitt.