Legal assistance when you can't resolve things with your employer.
Everyone has disagreements with a colleague or employer from time to time. By talking to each other, looking for solutions, and compromising, the vast majority can be resolved.
However, when differences persist for a long time and are insufficiently addressed, an employment conflict threatens. If you can't work things out with your colleague or employer, this can have major motivational, emotional, and financial consequences. In practice, this regularly leads to sick leave.
We provide help with employment conflicts through legal assistance.
Every organization communicates differently and has its own specific customs and leadership style. When roles and responsibilities are clearly and explicitly described, the chance of misunderstandings remains limited.
However, when these matters are not properly coordinated and there is no structure for giving and receiving feedback, conflicts can easily arise. Large personal differences in views or personality can also play a role. This can lead to accusations and further escalation.
Sick leave as a result of an employment conflict probably occurs much more often than you think. In the Netherlands, workplace conflicts are a common cause of stress-related sick leave.
An employment conflict is not an illness in itself. However, the stress and tension resulting from it can lead to psychological or physical complaints. In that case, an occupational physician (bedrijfsarts) can determine that there is (temporary) incapacity for work.
Employment conflicts can occur with any type of employee, regardless of age and position in the company. Conflicts between colleagues occur somewhat more often than conflicts between employee and supervisor.
Do you notice that there is an employment conflict between you and a colleague or employer? Initially, you can try to talk to this colleague or employer yourself and perhaps make agreements about it.
It is wise to put the conclusions of the negotiations on paper, so that there are no misunderstandings about them in the near or distant future.
Does the employment conflict involve inappropriate behavior in the workplace, such as bullying or discrimination? Then you can also consider involving the confidential advisor (vertrouwenspersoon) - an independent person within or outside the organization who can provide support and advice.
When there is an employment conflict, this is often accompanied by a significant amount of stress and negative emotions. In extreme cases, this tension can also lead to psychological complaints and illness. It is not uncommon for someone to call in sick structurally to avoid the employment conflict.
Although an employee often realizes that this does not solve the problem, an employer is confronted with high costs. Customer relationships and the motivation of other team members can also be negatively affected.
It is therefore in the interest of all parties involved to resolve an employment conflict as quickly as possible.
Tension and emotions don't care about working hours. Besides the fact that an employment conflict leads to reduced performance and a negative atmosphere in the workplace, it is also taken home. Even after working hours, the situation regularly haunts the minds of those involved.
When work stress spills over into private time, various health complaints can develop. It only takes a small trigger to tip someone over the edge.
In addition, an employment conflict also leads to discomfort among other employees, which can also affect their performance to a greater or lesser extent.
An employee involved in an employment conflict ends up in an uncertain situation. Fear of job loss is the most commonly heard concern. While an employee who has an employment conflict with an employer feels they will come off worst, the same employment conflict also gives an employer a major headache.
In addition to the uncomfortable situation in the workplace, there are also the laws and regulations that you as an employer must comply with. Legal measures and prevailing protocols often make the gap between both parties almost larger.
A good HR professional can be of service here. If they also fail to resolve the employment conflict, third-party help is needed to prevent further escalation.
It often happens that an employment conflict is only experienced by one party. The other party, who does not experience their involvement as such, is often inclined to dismiss the employment conflict.
However, you should avoid this at all costs. When one person in a reciprocal employment relationship notices that something is structurally not going well, that is sufficient to establish that there is indeed a problem.
A problem that can affect employment relationships, content, circumstances, or conditions. Therefore, always take an employment conflict seriously, whether you are an employee or employer.
At LegalBacking, we are fully on the employee's side. We support you with legal assistance, strategic advice, and guidance during negotiations, so you don't have to face your employer alone.
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