The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organisation with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.
The purpose of employee relations is to strengthen the employer-employee relationship through identifying and resolving workplace issues, measuring employee satisfaction and morale, and providing support and input to the company’s performance management system.
Top 5 common employee relations issues
- Conflict management.
- Hour and wage issues.
- Adequate safety in the workplace.
- Annual leave disputes.
- Timekeeping and attendance issues.
The advantages of good employee relations
Having strong employer and employee relations reaps a lot of benefits for your business. Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation, the results are extremely advantageous.
A happy workforce is a productive workforce. Creating a sound and efficient work environment with good management and a strong employer is paramount to employee relations and can be vital to any businesses success or failure.
Good employee relations ensures:
- Increased productivity.
- Higher retention rates.
- Enhanced motivation.
- Less absenteeism.
- Increased revenue and profit margin.
At Centric HR we have extensive experience of supporting a wide range of businesses in all types of industries improve their employee relations by addressing issues and providing pro-active proposals to make them an employer of choice. For more information on how we could help your company with its employee relations please…
Our experience includes:
Advising on TUPE, disciplinary, grievance, bullying and harassment, performance and capability, redundancy, redeployment, and change management.
Advising on quality or technical issues with policies and procedures in employee relations
Developing employee and trade union forums for joint communication and negotiation.
Training for line managers on investigations, writing reports or chairing meetings.
Carrying out basic or more complex investigations and presenting findings, conduct matters, through to fraud cases.
Supporting meeting chairs, advising on good practice or company policy.
Provision of template letters and documentation for use in all case management and change.
Providing legal advice on cases through third party.
Supporting at Employment Tribunal cases.
Reviewing and advising on terms within contracts of employment, good work plan changes.
Change management – large scale projects involving 400+ staff and small scale change with inexperienced managers, including supporting and advising on structures, implementation plans, outsourcing, outplacement support and CV writing.
Managing redundancies or redeployments.