CALLING ALL
READERS
We want to hear your employment
law issues. Send us your questions
to feature here next month.
Email: chris.beck@markallengroup.com
Six months ago, I ‘called
out’ my line manager for
a poor decision that cost the
business thousands of pounds,
leading to a row between
us. Afterwards, we shook
hands and, I assumed, moved
on. Since then, though, I’ve
noticed that my manager has
been ignoring my opinions and
barely even acknowledging
my presence. I fear that this is
going to stagnate my career –
before the incident I was due
a promotion, which has since
been swept under the carpet.
How can I highlight this and
get my career back on track?
If an employee wishes to
address a poor decision made
by management, as in this case,
then the way they should go
about it depends on the severity
of the issue. If you merely
disagree with a decision made
by management then there
may be not a great deal you can
do. However, this may depend
on your employer’s culture
and whether employees are
encouraged to raise such matters
via internal communication
channels and mechanisms, such
as staff forums.
This being said, any genuine
concerns should always be
thoroughly investigated by
a business, no matter their
severity. This way, employees are
reassured that their concerns are
taken seriously, and the risk of
high employee disaffection and
turnover is reduced.
Communication is essential.
Before any formal action is
taken, it may be worth sitting
down with your line manager
once more to see if you can get
to the bottom of his treatment
of you; sometimes, an honest
conversation can be enough
for both sides to clear the air.
However, should your line
manager no longer want to
engage with you at all, the issue
may have to be raised with
HR and pursued through the
company’s grievance or bullying
and harassment policy. This
would involve investigating
your claim, a decision being
made, and then the potential
of an appeal. Depending on the
evidence unearthed, and the
decision reached, there may be
a number of possible outcomes,
including transfer of line
management responsibilities,
mediation and/or disciplinary
action against the manager.
This situation could meet the
legal definition of harassment, so
it is essential that you document
the course of events and make
notes of witnesses who can
confirm this behaviour. This
can help your case should you
wish to take the issue further.
In the worst-case scenario, a
lack of resolution, and ongoing
negative treatment could lead
to a constructive dismissal
situation, entitling you to resign,
and argue that the behaviour of
your line manager has effectively
‘dismissed’ you.
From an employee relations
perspective, this entire
case shows a lack of good
management. As such, it raises
questions about whether the
manager is suitable for the job.
Without appropriate disciplinary
action taken against them, it
could lead to further problems
for the business and your
colleagues down the line.
As for your own career, you
will have to assess whether the
company handles your complaint
to your satisfaction to see
whether this is a place of work
you wish to remain in.
Know your law...
Shared Parental
Leave was
introduced in the
UK in 2014, and allows mothers,
fathers, partners and adopters
to choose how to share time off
work after their child is born or
placed for adoption.
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