Whilst there is in fact no legal requirement for organisations to record and keep any data on employee relations cases, it is highly recommended they do for the following reasons:
1. Should an employee be dismissed and there is no record of the case then you could be
at the mercy of an employment tribunal.
2. Allows for proactive analysis to occur, helping to prevent cases from happening
3. Provides boardroom management information on case costs, lengths and other notable trends within the organisation.
However, if a company is going to collect data from employee relations 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 many HR teams into proactive workforce management.
Download our white paper to discover how proactive monitoring can improve your case management. Our five step process will help you to identify how to move from reactive basic data recording to proactive case management.
In the white paper we discuss;
• How HR data can provide the basis for proactive case management
• How you can move beyond tracking cases in spreadsheets
• How you can capture the five levels of case analytics