What can an employer do about an employee who covertly recorded a grievance meeting without permission?Posted in : First Tuesday Q&A NI on 7 January 2020
Employees do not have a right to record grievance hearings and even if they ask permission an employer may refuse to permit a meeting to be recorded. However, it is within the interests of both parties to have a record of matters discussed during a grievance hearing for future reference. The preferable method of recording information is to invite a neutral person to attend the meeting to take handwritten notes, which can then be distributed and agreed by the parties at the end of the meeting.
Covertly recording a grievance hearing is not a statutory reason for dismissal. However, there may be instances where it could constitute a breach of the implied contractual term of mutual trust and
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More on Disciplinary & Grievance
- Disciplinary Issues During Remote Working – How Do I Handle It?
- Hopkins v Revenue and Customs Commissioners 
- If an employee has failed to attend a disciplinary hearing, can we proceed in their absence?
- Coles v The Members of Fairwater Social and Athletic Club 
- Bradford v The State Hospital for Scotland 
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.