New ACAS Guidance on dealing with difficult conversations

legal updates

ACAS refocus the employers attention on dealing with difficult conversations with employees.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

ACAS have this week, tried to refocus the employers attention on dealing with difficult conversations you may have with members of staff. The link below is to a guidance booklet they have produced for employers.

The highlights of the guidance appear to be as follows:

Impression Communications LtdPutting the motive in automotive

Impression works with businesses across the automotive aftermarket supply chain such as parts suppliers, warehouse distributors, motor factors and independent garages. Covering all aspects of automotive aftermarket marketing, including social media, event management, customer newsletters and PR, Impression is able to quickly establish itself within a client’s business and work towards their objectives.

  • Covers conversations to do with both conduct and sickness issues.
  • Covers when an employee raises a complaint against another.
  • It states that in essence, the first port of call, where possible is to the direct line manager of the employee, or Human Resources.  If this is not available then a senior manager can be utilised.
  • Highlighting when you sense there is an issue with the employee which may become something larger by way of an informal chat. Try to nip these things in the bud before they go overboard and the employee feels isolated.
  • When discussing issues, don’t begin with an aggressive stance, you must be seen to be calm, professional, yet approachable.
  • Keep your emotions in check at all times.
  • Make sure you actively listen to everything the employee is telling you, this can be assisted by making notes during a meeting.
  • Clearly establish the full facts of a situation before making any judgement or decision. It is acceptable to say ‘I need time to put this all together before coming to a decision’.
  • Try and agree a formal plan of action moving forward and review it periodically with further meetings with the employee.
  • Check all company polices relating to the matter before any meeting, or decision being made

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read More by this author

Related Legal Updates

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Parents and Carers: New Protections at Work

Parents and carers will benefit from the following new employment protections that received royal assent in May 2023.

April 2023 Pay Rate Increases

The new financial year is upon us, with new rates abound.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.