The Industrial Relations Acts are voluntary in nature, and due to this, there is no legal obligation on employers to engage with their employees when claims under the act are taken. In fact, many employers even see these claims as a frivolous waste of time – but here’s why it pays to consider your position more thoroughly.
While the above may be true when an employee makes a claim under the Industrial Relations Act and they’re still in your employment, there’s a risk of them taking additional claims under legally binding legislation, and therefore it could be seen as a positive method of prevention.
Most employees will use this act as a means of last resort, and it can come in useful when an impartial third party is needed to hear a grievance. The adjudicator will make a recommendation at no cost, and both sides will have their voices heard.
Dismissals
The Unfair Dismissals Act 1977 defines constructive dismissal as “circumstances in which, because of the conduct of the employer, the employee was or would have been entitled, or it was or would have been reasonable for the employee, to terminate the contract of employment without giving prior notice of the termination to the employer.”
If an employee doesn’t raise a grievance, an employer will not be able to help the employee – and conversely, if an employer doesn’t properly investigate a grievance, they will not be helping themselves.
Engaging in a WRC Industrial Relations case will allow the employer to show that they are reasonable and willing to go to great lengths to ensure their staff are happy and healthy in the workplace. So it makes sense to consider your position and act in your best interests and the interests of your employees.
If you have any questions regarding the Industrial Relations Act, please don’t hesitate to contact our 24 Hour Advice Service on 0818 923 923
