Two staff members complain separately about a work colleague but do not want to be identified. What do we do need to consider?

Posted in : First Tuesday Q&A NI on 4 June 2013
Emma-Jane Flannery
Arthur Cox

Where an employee wants to remain anonymous when raising complaints against another employee, the employer should first try to establish the reason for the request for anonymity.

The reason for the request and the motives of the complainant need to be explored. In doing so the employer should carry out a balancing act between that perceived need and, in the event this is a potential disciplinary issue, the accused's need to know details of the case against him/her. In disciplinary proceedings, witnesses' anonymity may be protected.

It is not always necessary as a matter of course for the

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Back to Q&A's This article is correct at 02/09/2015
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Emma-Jane Flannery
Arthur Cox

The main content of this article was provided by Emma-Jane Flannery. Contact telephone number is 028 9023 0007 or email Emma-Jane.Flannery@arthurcox.com

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