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Cases last an average of 31 days before HR needs to be involved
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Grievance remains the highest HR involvement at 95%
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Data from 425,000 ER cases managed in 2024
Organisations using fit-for-purpose Employee Relations technology are embracing more effective and streamlined ways of working, with 63% of ER cases in 2024 being resolved by line managers without HR intervention, according to AdviserPlus data. This means HR needed to intervene in only 3 out of every 8 cases, highlighting the enhanced capabilities of managers – and reducing the workload of HR teams
AdviserPlus, experts in ER transformation, analysed over 425,000 ER cases last year to showcase how digitally transforming ER can help deliver significant efficiencies and drive business success. The analysis showed that overall, 94% of ER tasks were managed by line managers, with HR typically not being required to be involved for four weeks. This frees up HR resources, allowing them to concentrate on strategic priorities rather than tactical, day-to-day interventions..
The breakdown showed that 98% of sickness absence tasks were self-served by line managers, as well as 95% of Absences Without Leave tasks (AWOL), 93% of discipline tasks and 90% of performance tasks. This shows HR no longer needs to hand-hold every step of case management, as managers are guided to do the right thing at the right time. However, HR were involved in 95% of grievance tasks, demonstrating they support complex cases, while spending less time on simpler, tactical tasks.
Michael Campbell, Commercial and Product Director at AdviserPlus, said: “We can see from the 2024 data, that line managers led the early stages of most ER cases, with HR stepping in only for more complex issues requiring their specialist expertise. This shift enabled more efficient handling of routine matters, while reducing the burden on HR. Unique guided journeys played a crucial role in equipping line managers to manage these initial phases effectively and compliantly, in line with the employers’ policies.
“It took an average of 31 days before HR involvement was required, instead of typical day one escalation. This approach allows HR to concentrate on strategic and business priorities, resulting in a streamlined resolution process, improved employee engagement and significant time savings for HR teams, enabling HR to be a more business-driven function.”
“As we anticipate so many major changes in employee rights next year, there is an urgent need to free up HR capacity now to prepare for the complex changes to come.
“There is no doubt, this requires manager empowerment. Providing fit-for-purpose technology, effective resources and clear processes will be essential to deliver compliant and compassionate experiences for employees. If done correctly, it can not only help organisations prepare for the changes, but also deliver tangible benefits to HR and the bottom line, such as reduced sickness absence and fewer tribunal claims.”
About AdviserPlus
AdviserPlus optimises the management of employee relations processes for HR, line managers and employees by combining cloud technology, data insight and expert guidance.
Through AdviserPlus’ case management technology and people support, the business helps line managers to feel confident and capable when dealing with employee relations issues without introducing risk to the business. It empowers leaders, engages people and drives efficiency.
Employee relations transformation helps HR to be viewed as a strategic partner, bringing labour savings through digitalisation of processes or reduction in absenteeism costs with MI and analytics, impacting the bottom line and delivering people performance improvements.
AdviserPlus is part of the Empowering People Group. Through its four dedicated businesses, AdviserPlus, Working Transitions, Halborns and Learning Nexus, its passion is to drive business performance through people performance.
