Practical HR Advise for managers of people to cut risk of tribunal claims

If you want the most practical, low-drama approach, focus on these five areas.

1) Get pay and holiday pay right (and prove it)

·      Make sure your pay structure is clear

·      Ensure deductions are authorised and documented

·      Check holiday pay calculations (especially where pay varies)

·      Keep records that show how you calculated it

If you’re unsure, get it reviewed. Fixing it now is cheaper than defending it later.

2) Treat grievances like an early-warning system

A grievance is not “an employee being difficult”. It’s a signal that something is broken.

·      Acknowledge quickly

·      Investigate fairly

·      Communicate timelines

·      Document outcomes clearly

3) Train managers to manage (not just to escalate)

Many tribunal stories start with a manager who:

·      Avoids the conversation

·      Overreacts

·      Gets defensive

·      Makes it personal

Basic manager training pays for itself.

4) Keep “common sense” at the centre of your process

Before you escalate anything formally, ask:

·      What is the actual issue?

·      What outcome are we trying to achieve?

·      Is this proportionate?

·      How will this look to a judge reading it in 18 months?

Phronesis helps managers answer those questions quickly and points them to ACAS-aligned steps.

5) Protect your reputation by protecting your people

Even where you believe an employee is in the wrong, you can still:

·      Act respectfully

·      Communicate clearly

·      Follow a fair process

·      Avoid humiliation, “gotcha” moments, or unnecessary pressure

That’s not being soft it’s being commercially smart.

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Final thought for SME owners

Most tribunal cases don’t begin with a dramatic event. They begin with small moments:

·      A pay query brushed off

·      A holiday request mishandled

·      A grievance not taken seriously

·      A manager who doesn’t show up (literally or figuratively)

The BBC story is a reminder that when employees feel disrespected, ignored, or treated unfairly, they may persist and if they have records, they may succeed.

Want managers to get HR answers right fast?

If you run an SME without an in-house HR team, Phronesis gives you an instant, practical “HR co-pilot” for everyday people problems with ACAS-aligned guidance, clear next steps, and confidence labels so you know when to escalate.

Visit www.phronesis.org.uk to learn more and see how Phronesis can help your managers handle issues early, fairly, and consistently.