Managing High-Risk & Sensitive Workplace Grievances - Bullying, Discrimination & Whistleblowing in Practice

Introduction

Grievances involving bullying, harassment, discrimination and whistleblowing present some of the highest legal, reputational and regulatory risks for employers. Unlike standard workplace complaints, these matters often engage statutory protections, uncapped compensation, regulatory scrutiny and profound psychological dynamics, including fear of retaliation, power imbalance and trauma.

This virtual classroom seminar is designed for practitioners who already understand grievance procedures but require deeper competence in managing complex, high-risk complaints where procedural missteps, poor judgment or lack of empathy can quickly escalate into Employment Tribunal claims, constructive dismissal allegations, or whistleblowing detriment claims.

Drawing on the Equality Act 2010, Employment Rights Act 1996, ACAS guidance, and recent case law trends, this session provides a structured and defensible approach to handling sensitive grievances while maintaining fairness, independence and trust. It also explores the human psychology underpinning these disputes, equipping delegates to manage both legal exposure and organisational impact.

Delegates will leave with practical frameworks, investigation tools and drafting guidance that can be applied immediately to reduce risk and improve outcomes in the most challenging grievance scenarios.

What You Will Learn

This live and interactive course will cover the following:

• What makes a grievance ‘high-risk’ and how to identify complaints that attract statutory protection
• The legal framework governing sensitive grievances, including:
• Equality Act 2010 (harassment, discrimination, victimisation)
• Employment Rights Act 1996 (protected disclosures and detriment)
• Health and Safety at Work etc. Act 1974 (psychological safety)
• Protection from Harassment Act 1997
• Applying the ACAS Code of Practice in complex and sensitive cases and understanding tribunal uplift risks
• Recognising whistleblowing disclosures that are framed as grievances
• Psychological dynamics in sensitive grievances, including:
• power imbalance and fear of retaliation
• trauma responses and credibility assessments
• cognitive bias in investigations
• Designing and conducting legally robust grievance investigations:
• Investigator independence and conflicts of interest
• Trauma-informed interviewing techniques
• Managing confidentiality and data protection obligations
• Managing parallel processes (grievance, disciplinary, regulatory or criminal investigations)
• Drafting outcome letters that are fair, lawful, proportionate and defensible
• Avoiding victimisation, retaliation and constructive dismissal claims
• Managing appeals, reintegration and post-grievance workplace risk

Recording of live sessions: Soon after the Learn Live session has taken place you will be able to go back and access the recording - should you wish to revisit the material discussed.