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5 tips on managing conflict during times of uncertainty

Employment Law & HR
BG Purple

Note: this article was first written by our colleagues at Solve HR, before Solve HR joined Law At Work in March 2020. We have imported this...

As the UK enters a prolonged period of uncertainty after the Brexit vote, it is important for HR to be proactive in our approach to managing potential conflict. This may arise from differing opinions, job uncertainty and indeed the impact to, or racial harassment of EU workers who are employed by so many companies. Here are our top 5 tips to having a robust system in place that can help to minimise conflict in the workplace: 1. Be honest, open and upfront with staff about how the Brexit vote may affect your business and individuals 2. Remind staff to respect each other's opinions and political views and not allow their feelings to affect their work or relationships with colleagues 3. Ensure you have robust policies in place with regards to bullying and harassment and equal opportunities and role these out to employees to emphasise that these behaviours will not be tolerated 4. Take swift action, formally if necessary, where any employee displays unfavourable or unacceptable behaviour towards another employee and do not dampen down situations as being 'banter' or political discourse 5. Develop managers skills in managing potential conflict and increase their awareness of being pro-active and more vigilant in spotting any unrest between employees

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