Introduction to Informal Resolution
Informal resolution in the context of employment disputes refers to attempts by employees and employers to settle workplace issues without resorting to formal procedures, such as grievances or legal action. This approach often involves open conversations, informal meetings, or mediation, aiming to resolve problems quickly and amicably.
There are several benefits to resolving disputes informally. It is usually faster and less stressful than formal processes, allowing both parties to maintain a better working relationship. Informal resolution is also more cost-effective, as it avoids the expenses associated with legal proceedings or employment tribunals.
Typical workplace disputes suitable for informal resolution include misunderstandings between colleagues, concerns about minor misconduct, issues with communication, or early-stage performance concerns. Addressing these matters informally can prevent escalation and help maintain a positive work environment.
For more serious or ongoing issues, such as discrimination or persistent breaches of contract, formal options may be necessary. These can include submitting a formal grievance, engaging in structured mediation, or taking the matter to an employment tribunal. For a full overview of all available options, see our guide to Employment Dispute Procedures.
If you are dealing with a specific issue like underperformance, you might also find our related legal advice topics helpful for further guidance.
Common Informal Resolution Methods
When workplace issues arise, there are several informal ways to resolve them before turning to formal procedures. Here are some of the most common methods used by employees and employers in the UK:
Direct conversation: Often, the first step is to speak directly with your employer, manager, or colleague about your concerns. This approach allows both parties to share their perspectives and try to find a solution together. Open, honest communication can often clear up misunderstandings quickly.
Internal procedures: Many workplaces have internal processes for dealing with minor disputes, such as informal chats or meetings with a supervisor or HR. These steps are designed to address concerns early, without making a formal complaint or starting a grievance process.
Mediation: Mediation involves a neutral third party who helps both sides reach a voluntary agreement. It’s a confidential process and can be especially helpful when communication has broken down. ACAS (the Advisory, Conciliation and Arbitration Service) provides guidance on mediation and other informal dispute resolution options.
Informal discussions and meetings: Regular one-to-one meetings or team discussions can provide a safe space to raise issues before they escalate. Keeping the conversation informal often encourages more open dialogue and faster resolution.
Settling disputes informally offers several advantages. It can save time, reduce stress, and help maintain positive working relationships. In many cases, resolving issues early can prevent them from escalating into formal grievances or legal claims. For more information on how informal steps fit into the wider context of workplace issues, you may also want to explore related legal topics.
Talking Directly to Your Employer or Manager
Before taking any formal steps, it’s often best to try resolving workplace issues by talking directly to your employer or manager. Preparing for this conversation can make a big difference. Think about the main points you want to raise, gather any relevant facts or examples, and decide what outcome you’re hoping for. Aim to communicate clearly and calmly – focusing on the issue rather than personal feelings can help keep the discussion constructive.
Direct talks are most effective when both sides are open to listening and finding a solution together. This informal approach can resolve misunderstandings quickly, reduce stress, and help maintain a positive working relationship. In many cases, UK employment law and Acas guidance encourage early, open communication to settle disputes before they escalate.
If you’d like step-by-step advice on how to approach these conversations, see our detailed guide on How to Raise Concerns at Work. For more practical tips, you can also refer to How to Raise a Concern at Work from Acas.
To understand how certain laws might apply to your situation, you can learn about related laws.
Using Internal Company Procedures Informally
When dealing with workplace issues, many UK employers encourage employees to use internal processes informally before starting a formal grievance. Informal internal procedures often involve having a direct conversation with your manager, HR, or a designated officer to raise concerns and seek a quick resolution, without triggering a formal investigation or written complaint. This approach is supported by the ACAS Code of Practice on Disciplinary and Grievance Procedures, which recommends trying to resolve matters informally where possible.
If you choose to approach HR or a designated officer informally, it’s important to be clear about your concerns and open to discussion. Even though the process is informal, keeping a clear record of what was discussed and any agreed actions can be very helpful if the issue continues or escalates later on. For practical guidance on how to keep accurate notes and why this matters, see our page on Keeping Records of Meetings at Work.
To further support your efforts, you may also find it useful to review best practices for Keeping Records of Meetings, which covers tips like using agendas, organising files, and tracking action items. Good record-keeping not only helps you stay organised but can also provide valuable evidence if you need to take further steps.
If your workplace issue relates to performance concerns, you may also want to Learn about related laws to better understand your rights and responsibilities.
Mediation as an Informal Solution
Mediation is an informal way for employees and employers to resolve workplace disagreements with the help of an impartial third party, known as a mediator. In the UK, mediation is voluntary and confidential, focusing on open communication and finding a solution that works for everyone involved. The process is guided by the ACAS Code of Practice on Disciplinary and Grievance Procedures, which encourages early resolution wherever possible.
Using a neutral mediator can help both sides feel heard and supported, reducing tension and helping to rebuild working relationships. Mediators do not take sides or make decisions; instead, they facilitate constructive discussions to help parties reach their own agreement. For more on how mediation works and its advantages, see Mediation in the Workplace.
To request mediation, you can approach your HR department or contact external services such as ACAS Mediation Services, which offer independent, experienced mediators and can even train staff in mediation techniques.
Managers often play a key role in facilitating mediation within their teams. If you are a manager looking for practical advice on handling mediation, visit our Manager Mediation Tips page for step-by-step guidance.
If you are interested in understanding how mediation fits within broader employment law issues, you may also want to learn about related laws.
When Informal Resolution Might Not Be Enough
While informal resolution can be effective for many workplace disputes, there are situations where it may not be enough or even appropriate. For example, if the issue involves serious allegations such as discrimination, harassment, or breaches of employment rights, informal discussions might not resolve the problem or could put individuals at risk. Additionally, if repeated attempts at informal talks have failed, or if the working relationship has broken down, it may be time to consider more formal steps.
Signs that you may need to move beyond informal resolution include:
- The issue is not being taken seriously or remains unresolved after several attempts.
- There is a risk of further harm or the dispute involves a potential legal breach.
- One or both parties feel uncomfortable or unsafe addressing the matter informally.
- The situation is affecting your health, wellbeing, or ability to work.
In these circumstances, it’s important to know your options. You might consider starting a Formal Grievance Procedure, which is an official way to raise and address workplace concerns. Employers are required to follow a fair process, as outlined in the ACAS Code of Practice on Disciplinary and Grievance Procedures, to ensure disputes are handled properly. The legal framework for these procedures is set out in the Employment Rights Act 1996.
If formal internal procedures don’t resolve the issue, you may need to explore external options such as ACAS Early Conciliation or, as a last resort, taking your case to Employment Tribunals. Each of these steps has its own process and requirements, so it’s important to seek advice if you’re unsure.
For more guidance on handling workplace disputes and understanding your rights, see What Action Should You Take in Workplace Disputes? or Learn about related laws.
Practical Tips for Successful Informal Resolution
When trying to resolve an employment dispute informally, a thoughtful approach can make all the difference. Here are some practical tips to help you achieve a positive outcome:
- Be clear and calm: When discussing issues with your employer or colleague, express your concerns honestly but respectfully. Staying calm helps keep the conversation productive and reduces the risk of escalation.
- Keep good records: Make notes of all discussions, including dates, times, and what was said. These records can be valuable if you need to refer back to them or if the issue is not resolved and you need to take further steps.
- Listen and be open to compromise: Try to understand the other person’s perspective and be willing to find a middle ground. Active listening can help build trust and lead to a quicker resolution.
- Seek support: If you’re unsure how to proceed, consider talking things through with a trusted colleague, union representative, or adviser. They can offer guidance and help you feel more confident during discussions.
- Know your rights and options: Familiarise yourself with your rights under UK employment law, including the ACAS Code of Practice on disciplinary and grievance procedures. If informal steps don’t work, you may need to consider formal options or learn about related laws that could affect your situation.
- Consider third-party help: If you can’t resolve the issue directly, involving an impartial mediator or contacting ACAS for early conciliation can help both sides find a solution without going to an employment tribunal.
By following these steps, you can improve your chances of settling disputes quickly and amicably, often without the need for formal action.
