Fix It Before It Festers: Taking Early Action on Workplace Concerns

Practical Guidance for Managers

When it comes to managing workplace issues, prevention is always better than cure. In this episode 253 of the Employment Law & HR Podcast, we dive into why early action matters, how to spot the signs of trouble, and practical steps you can take to stop minor issues from escalating into costly legal problems.

 

 In this episode, we cover:

• Why early action is often avoided by employers and managers.
• The real cost of delaying action on workplace concerns.
• Spotting the early warning signs that something isn’t right.
• How to have effective “fix it” conversations with employees.
• When to use mediation as a tool to rebuild trust.
• How recent legal developments under the Employment Rights Act 2025 increase the need to act early.

 

“The best employers set their teams up for success by addressing concerns before they become conflicts.”

 

 

 Why This Matters

Too often, organisations wait too long to address performance or behaviour concerns—leading to grievances, resignations, or tribunal claims. Early, fair, and well-documented action not only reduces legal risk but builds trust and stronger workplace cultures.

 

 Common Scenarios Where Early Action Makes a Difference

• A small clash over workload expectations turns into a bullying allegation.
• Personality clashes that go unchecked end in formal grievances.
• Persistent lateness leads to dismissal and an unfair dismissal claim.
• Failure to address wellbeing concerns leads to long-term sickness absence.

 

 

 Practical Tips from the Episode

• Use simple, open language: “I’ve noticed a change — is everything okay?” “Let’s talk about how we can resolve this early.”
• Document informal conversations.
• Consider mediation early to prevent escalation.
• Escalate when the issue involves serious allegations or risks.

 

 

 Key Takeaways

1. Act early — don’t wait for issues to grow.
2. Communicate openly, calmly, and empathetically.
3. Keep records of informal actions and discussions.
4. Mediation can save relationships and reduce conflict.
5. Seek professional advice when in doubt.

 

If you would like support to understand if you may have a claim for constructive unfair dismissal please do not hesitate to contact our office on 01983 897003 for a free no obligation discussion.

We can also help if you are an employer defending a claim in the Employment Tribunal.

 

Don’t forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

 

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

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