Before the grievance: would your managers spot the signs?
When a grievance lands on someone’s desk, one of the first questions is often: “Why didn’t anyone say something sooner?”
The uncomfortable answer? Sometimes they did.
Perhaps someone mentioned that a colleague made them uncomfortable. A manager heard comments that didn’t sit right. Or everyone got used to describing someone as “a bit much” and working around their behaviour.
It just didn’t look like a formal complaint at the time.
Managers don’t need to turn every awkward interaction into an investigation. But there’s a difference between responding proportionately and repeatedly overlooking something that needs attention.
From 30th October 2026, employers in England, Wales and Scotland must take all reasonable steps to prevent sexual harassment. New obligations also cover harassment by third parties, including customers and clients.
That makes what happens before a complaint particularly important.
Policies matter. But managers also need to know how to listen, recognise concerns and take appropriate action.
Here’s one question I’d encourage business owners to ask their managers:
“If someone in your team said a colleague was making them uncomfortable, what would you do?”
Would they know what to ask? When to get support? How to address the behaviour appropriately?
Or would they worry about making things worse and quietly hope it went away?
Their answers can reveal where they need clearer guidance, practical training or someone experienced to talk things through with.
You don’t need to wait for a formal grievance to take a concern seriously.
If you’re already dealing with a grievance, harassment concern or workplace conflict, we’ve brought together practical resources on the Dakota Blue website to help you understand your next steps.
Explore our resources: I need to handle a grievance, harassment or workplace conflict → https://www.dakotablueconsulting.com/resources/hr-challenges/i-need-to-handle-a-grievance-harassment-or-workplace-conflict/
Employment Law
HR Consultancy
sexual harrassment
