Managing Disputes for Employers
With Us, Stay Sharper!
Unresolved disputes between employees, or between an employee and a manager, damage morale, productivity and, left unmanaged, expose your business to grievance and tribunal claims. Handling disputes consistently and fairly from the outset is one of the most effective ways to protect your business.
The ACAS Code of Practice sets the standard employers are expected to follow: encouraging informal resolution first, offering mediation where appropriate, and only moving to a formal process where informal steps genuinely will not work. Falling short of the Code can increase compensation if a claim is later upheld at tribunal.
Sharper Labs Legal supports employers through every stage of a workplace dispute, from coaching managers on difficult conversations to arranging independent mediation and, where needed, managing a formal investigation, keeping your business compliant and your documentation defensible.
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How we support your managing disputes
- ACAS Code of Practice compliance
- Mediation and conflict-resolution services
- Independent investigation support
- Manager coaching on handling disputes
- Clear documentation and audit trail
- Minimising employment tribunal risk
Managing Disputes for Employers, frequently asked questions
Everything you need to know about this topic.
The ACAS Code sets out the standard expected of employers when handling disciplinary and grievance issues. Tribunals can increase compensation by up to 25% where an employer has unreasonably failed to follow it, so compliance genuinely reduces your financial risk.
Mediation is often a fast, cost-effective way to resolve disputes between colleagues or between an employee and manager, particularly where the working relationship needs to continue. We can arrange independent mediation and advise when it is the right option.
A fair investigation is impartial, timely, and gathers evidence from all relevant parties before any decision is made. We can act as an independent investigator or guide your managers through running the process correctly.
Yes. We provide practical manager training on handling difficult conversations, recognising early warning signs and following a fair process, reducing the likelihood of informal issues escalating into formal disputes.
If informal and formal internal steps do not resolve the matter, the employee may raise a grievance, resign and claim constructive dismissal, or bring an employment tribunal claim. Early, well-documented handling significantly reduces this risk.
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