The situation
An employee submitted a written grievance alleging they were being bullied by their line manager. The owner liked and trusted the manager and was unsure whether to take the complaint seriously or treat it as a personality clash.
Why it was difficult
Dismissing a bullying allegation without proper investigation is one of the fastest routes to a discrimination or constructive dismissal claim, regardless of whether the allegation is ultimately upheld.
What Samantha did
- Treated the complaint seriously and at face value from the outset
- Ran a fair, impartial investigation that protected both parties
- Tested the allegations against evidence, not assumptions
- Gave the manager a fair chance to respond
The outcome
The investigation reached a defensible conclusion, the issues were addressed properly, and the business was protected from the legal risk that ignoring the complaint would have created.
Legal risk removed. A fair, defensible outcome.
What this means for you
Liking your manager is not a reason to dismiss a complaint about them. Every grievance needs a fair process, even the ones you hope are nothing.
Related support
Grievance handling support →Anonymised. Sector, names and identifying details have been removed or changed. Outcomes reflect the specific circumstances of each case and are not a guarantee of any particular result.