Introduction

In many cases where bullying or harassing behaviours have been alleged, there is an ongoing need for the parties to work together, especially when they are part of the same team.

It is important to recognise the potential impact of employees continuing to work together. The manager who provides the feedback needs to take an active role to support both parties.

Maintaining a working relationship

Returning to the workplace

It may help for you to arrange to meet each party individual after the investigation to discuss how they:

• feel about the outcome
• envisage working together going forward.

You could also agree a process for them to raise any future concerns:

• direct with each other
• with a manager if they feel safer doing it this way.

If one of the parties has been away from the team, it might be a good idea to arrange a joint meeting with both parties to ease first contact.

Check ins

To help all parties feel supported, you could agree a timescale for check-ins. For example, once every 2 weeks.

Use this time to review any follow-up action and make sure:

• it has been completed
• learning is embedded to minimise the potential for further conflict.

Moving roles

If any of the parties are finding it hard to maintain a working relationship, you may want to consider moving one or more employees to other roles. This helps to retain skills and abilities in the council.

Other employees

It is also important to consider how the investigation has affected other employees who work with the parties involved in the investigation, particularly if they have given evidence.

You can:

• offer them support, particularly with their wellbeing
• advise them when any of the parties involved are returning to work so that they are prepared
• ask the parties involved not to discuss the issue with colleagues, except for instances where a specific colleague has provided support in relation to the complaint.

Supporting wellbeing

It is important to advise any employees affected by the investigation to seek help and advise with their wellbeing if they need it. Here are some options you can recommend:

Employee assistance programme

Our employee assistance programme partner, Vivup, provides a counselling and advice helpline, offering confidential support on a range of emotional, personal and work related issues.

Health and wellbeing champions

Champions are available to support you in the workplace with health and wellbeing issues.

They will do this by signposting you to services where colleagues could get information and support to improve lifestyle issues, such as mental health.