Resolution Policy

Resolution is fundamentally about understanding and seeking harmonious solutions to enable a positive outcome for all colleagues, where issues or concerns are identified.

This policy covers work related concerns, disputes, problems and conduct matters. 

It provides a framework for resolving concerns, aiming to reach early agreement and resolution, where possible. It is essential to resolution that we are all accountable to maintaining and continuously improving working relationships.

Please note that any concerns about organisational wrongdoing or malpractice which are in the public interest, should be submitted through our Whistleblowing Policy. 

This policy and procedure is for all Barnardo's paid colleagues, including as-and-when workers, and also for line managers who need to support individuals raising issues and concerns, when needed.

This policy does not apply to Barnardo's volunteers. Please refer to our dedicated Volunteer pages for guidance.

For any disciplinary, grievance or prevention of harassment matter raised or being managed prior to 1 August 2023, please contact your People team to obtain any policy, procedure or guidance documents where required.

• There are two types of concerns that this policy can support through resolution: 
  • Issues - previously known as grievances, or matters of bullying, and harassment. These need to be raised within three months where possible. 
  • Conduct - previously known as disciplinary matters. 
• Where possible, issues should be resolved by the individuals involved, or with the support of their manager through early and informal conversation. Please see stages 1 and 2 of the process map below.
• If there is no mutual agreement or a supported conversation is unsuccessful, then the issue(s) would be progressed through the formal stages of this policy. Please see stage 3 of the process map below.
• Any reported breaches of our Safeguarding policies, Safeguarding Code of Conduct and / or professional boundaries will be dealt with via the Formal Stage of the Resolution Procedure. Contact Richard Simpson, Head of Corporate Safeguarding & Quality, for specialist advice.

You can download the full policy, procedure, FAQs, process map documents and accompaniment guidance at the bottom of this page. 

• As a colleague, you're responsible for: trying to resolve issues at the earliest stages using this policy and procedure and requesting support from your line manage or People team where necessary.
• As a line manager, you're responsible for: trying to resolve issues and conduct concerns at the earliest stages. Where this is not possible or appropriate, you are responsible for impartially investigating concerns where necessary, ensuring that colleagues involved are treated fairly and respectfully.
• You can contact the People team for further guidance on how to implement this policy and relevant stages of the procedure. 

To support you raising an issue and / or dealing with a conduct concern, we have produced a visual process map that provides an overview of each key stage of the procedure. Please view more details of each stage below or download the full process map.