Resolving employment relationship problems
If there’s a problem, it’s important to have a clear idea of the issues, check the facts and make sure that both sides have the time and opportunity to take advice and think through the issues. Taking advice at the earliest opportunity helps ensure both sides are fully aware of their options in the circumstances.
If the problem is about understanding or agreeing on minimum employment entitlements, such as pay and holidays, a labour inspector from the Department of Labour can help. See our section on the role of labour inspectors for more information.
Every collective and individual employment agreement must contain a clear explanation of the processes for resolving employment relationship problems. This explanation does not need to be complex or long. It should be written very clearly, so everyone knows what processes they are required to follow, what their rights are and what happens when a problem is raised.
It is important that all parties, in good faith, try to resolve any problems directly. Some may be able to settle their differences quickly through a mediator with less formal support and cost than a formal process. The Department of Labour provides a free mediation service which can help.
There are some problems at work that can also have health and safety implications, particularly where these problems may involve stress, fatigue, bullying or workplace violence. For further information go to Stress, Fatigue and Conflict in the Workplace.
