Employee relations 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.
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