30.01.2025

It’s one of the less welcome challenges commonly facing HR teams in the new year, but businesses often see a rise in discipline and grievance issues.

As employees return to work after an extended festive break, they’ve had time to reflect and, in some cases, to dwell on any existing concerns. This can spur them to trigger a formal grievance. Similarly, simmering tensions between colleagues can spark arguments which can escalate into disciplinary or grievance-related issues.

To get ahead of trouble at this time of year, leaders need to take active steps to support their teams and be ready to resolve any conflict that arises.

Why do organisations see a New Year rise in discipline and grievance?

One common reason is that staff may struggle initially with some return-to work challenges.

They may find it hard to adjust to their old work routine after a longer holiday, or they may still be recovering from any stress they’ve experienced while away. They could also have financial worries following an expensive Christmas.

This is also traditionally a time when many people like to make new year’s resolutions, reflecting on their personal and professional lives, and setting goals to make changes.

Added to this is the issue of unresolved work issues from before the holiday, if some managers have chosen to delay disciplinary actions until the new year.

It all adds up to a perfect HR storm.

The hidden impact on your business

Without the right intervention at the right time, tensions can spiral out of control.

Handling discipline and grievances issues can take a lot of managerial time and energy. And if matters progress to an employment tribunal, cases can be complex and expensive to resolve.

Meanwhile, ongoing issues can wreck employee motivation, engagement, loyalty and productivity – not to mention potentially causing significant damage to your company’s reputation.

Ideas to keep things on track

Resolving workplace conflict early is key, so leaders need a proactive approach to build trust within their teams. Here are five essential areas to focus on:

  • Take active steps to improve communication and encourage a constructive dialogue within your teams: Managers should build in regular check-ins to discuss any concerns or complaints within their teams before they escalate to formal grievances. Ensure that employees have an opportunity to raise any concerns they may have confidentially.
  • Train your managers in conflict resolution: Include soft skills, emotional intelligence and how to handle grievances.
  • Get team building: Organise meetings or activities to bring teams together.
  • Review your workplace policies to ensure they are up-to-date and make sure any changes are effectively communicated to staff: This will create clarity around grievances and how to deal with them. Listen to your employees, ask for feedback and ensure that your managers are properly trained on how to implement the policies you have in place.
  • Support your teams: Work with your internal communications colleagues to remind staff about your policies and codes of conduct. For example, if your business offers an Employee Assistance Programme, remind employees that this can provide support and advice around mental wellbeing and finances.

How Make UK can help

While the first two months of the year can be a busy time for employers from a discipline and grievance related perspective, these issues are important and need to be dealt with swiftly.

With Make UK as your trusted partner, we can manage these on your behalf, bringing an extra pair of expert hands when you need it most.

Our team of more than 60 highly experienced HR and legal experts have the knowledge and expertise to handle any workplace challenge. From resolving employee disputes to ensuring compliance with policies, we’ve got you covered.

Read more about our employment law and HR services here for more information. We’d love to support you, so please call us on 0808 168 5874 or email [email protected] to tell us about your needs.