Handling HR Issues and Workplace Disputes
Even in organisations with strong cultures and clear policies, workplace issues can arise. Having fair and transparent procedures in place helps resolve problems early and ensures staff feel supported.
Voluntary organisations should ensure managers, trustees and staff understand how to handle concerns appropriately.
Common Workplace Issues
Typical HR issues charities may encounter include:
- Disagreements between colleagues
- Complaints about behaviour or conduct
- Concerns about performance
- Grievances raised by employees
Addressing these issues early can prevent escalation and help maintain a positive working environment.
Grievance Procedures
A grievance procedure gives employees a clear and formal way to raise concerns about workplace issues, including bullying, conflict, working conditions or treatment. Organisations should ensure that:
- staff know how to submit a grievance
- concerns are handled promptly, fairly and confidentially
- managers or trustees follow a consistent process
- accurate records of discussions, meetings and outcomes are kept
ACAS provides clear guidance on handling grievances and what a fair process should include here.
Disciplinary Processes
Disciplinary procedures are used when concerns arise about an employee’s conduct or performance. A clear process helps ensure decisions are fair, transparent and compliant with employment law.
Most organisations base their approach on the ACAS Code of Practice on disciplinary and grievance procedures, which is widely recognised as the standard for managing workplace disputes.
ACAS also offers practical step‑by‑step guidance on managing disciplinary matters here.
Supporting Positive Workplace Relationships
Formal procedures are sometimes necessary, but many workplace issues can be resolved before they become significant problems. Good practice includes:
- holding regular one‑to‑one meetings and check‑ins
- providing supportive, open supervision
- setting clear expectations and role boundaries
- encouraging early conversations when concerns arise
This proactive approach helps build trust, reduces conflict, and supports a positive organisational culture.
Did you find this useful?
Next Topic: Flexible Working and Staff Wellbeing in Charities
