Best-practice tips to remember when managing a workplace dispute

Workplace conflicts, disagreements, and disputes are more common than you might realise. The recent Snapshot of the Australian Workplace survey found that 50 per cent of workers have experienced one or more serious incidences of conflict.

Recently, we held an exclusive online workshop where we dived into how to manage workplace disputes. Hosted by one of our Workplace Relations Consultants, Amelia Attard, she explained the types of conflicts that can occur in the workplace, shared real-life examples of disputes gone wrong, and how to avoid making the same mistakes.

Here, we share our best-practice tips and advice for handling workplace disputes and why it’s vitally important you don’t infringe employment rights.

It all starts with understanding: unpacking workplace disputes 

What are workplace disputes and why do they happen? With an array of different personality types filling the office desks, cash registers, and drivers’ seats around the country, it’s only natural that occasionally, workplaces experience conflict. According to the Fair Work Ombudsman (FWO), a dispute exists when one or more people disagree about something, and the matter remains unresolved. They can range from minor interpersonal disputes to serious allegations of bullying and harassment, and this means that there’s no one-size-fits-all approach to resolving them. Rather, they should be dealt with on a case-by-case basis because no two conflicts are the same.

The aim is to manage the dispute promptly

It’s a fact that workplace conflict increases stress, reduces employee confidence and motivation, negatively impacts workplace morale and consequently leads to higher rates of absenteeism and employee turnover. Promoting a safe and positive workplace free of conflict is crucial because as a business owner you – especially in today’s recruitment market – want to retain talent, foster a workplace sense of belonging, increase productivity and meet your targets.

Understanding the nature of the conflict and encouraging the concerned employees to find a resolution is the very first step in managing a dispute. However, sometimes the parties may require assistance in managing the dispute and finding a resolution and that is where you come in. It is important that you remain independent and unbiased and listen to the concerns of both parties and help them unearth the root cause of the tension. This may be managed by using mediation between both employees, however, it’s important to note that this may not be the best course of action for every situation. Sometimes, a more formal approach might be necessary given the complexity and nature of the dispute.

Has it turned into more than a work-related conflict?

Sometimes, a situation escalates to something more than a mere disagreement about work, such as when a dispute about the allocation of work transforms into something more serious, such as allegations of bullying or discrimination.

Management should be acutely aware of an employer’s obligations regarding bullying, harassment, discrimination, and general protections. When an employee makes a complaint about their employment, this may give rise to a workplace right and adverse action must not be taken because of an employee’s exercise of their workplace right.

Watch the webinar on-demand

If you missed out on watching our webinar: Managing workplace disputes, it’s now available for you to watch whenever you like. At this session, our expert, Amelia Attard, shares real-life examples of workplace disputes, how to manage them, plus she answers some burning questions from our audience. Watch the webinar here.

Conflict management is an important part of people management and whether it’s a disagreement between employees or a serious grievance, employers must get this process right every time.  Whether you’ve handled one or one hundred, disputes must be handled with care and consideration and having experienced experts behind you can make all the difference – and that’s where Citation HR can help. From our precise HR software that helps businesses easily manage every stage of the employee lifecycle to the on-demand and unlimited expert advice, our workplace solutions are designed to protect businesses, all while saving you time and budget. If you’d like to know more about how Citation HR can help you streamline your people management and compliance, contact our friendly team here.

For clients of Citation HR, if you have any questions about how to manage workplace disputes and disagreements, please reach out to our experts via our 24/7 HR Advice Line.

Not a Citation HR client? To learn more about how Citation HR can help your business, reach out to our friendly team today.

About our author

Amelia Attard is a Workplace Relations Advisor at Citation HR. She assists clients with a range of employment relations and compliance matters via the 24/7 HR Advice Line. She is currently studying for a Bachelor of Laws and Social Science.