Employee relations (ER) cases can be complex. Tracking, recording and monitoring all activity relating to an ER case from initial referral to HR through to the final steps in a policy takes time, and in some cases, creates a lot of data to track. Understandably, it doesn’t always happen as well as it could. Different stages within an ER case also require certain inputs, and different policies have varying time frames, especially for key steps. Consequently this means it’s difficult to keep on top of.
Whilst there is in fact no legal requirement for organisations to record and keep any data on Employee Relations cases, it is highly recommended that they do so – should an employee be dismissed and there is no record of the case then companies could be at the mercy of an employment tribunal. That’s why, keeping demonstrable evidence of all stages of an ER case is so important. Plus, it ensures employees are all treated fairly, equally and consistently.
However, if a company is going to collect data from ER cases, they should do it well. Ticking boxes against a policy and collecting data is really only stage one. Doing it well and doing it thoroughly results in accurate data that can change the reactive practices of most HR teams into proactive workforce management.
Download our white paper to discover where your organisation is on its analytics maturity journey. Our five step process will help you to identify how to move from reactive basic data recording to proactive case management.