This guide is designed to signpost and navigate you through resources on WorkWise, helping teams manage friction before it escalates into a formal grievance and bridging the gap where dedicated internal HR support may be limited. It also provides an overview of our key resources to refer to if a situation requires formal action.
Important Note: This guide provides best practice for all working relationships. However, please note that formal Grievance and Disciplinary procedures are legally tied to employment contracts. If you are managing workers or freelancers, always refer to your contracts regarding termination or breach.
Small businesses and project leads often face the challenge of managing complex issues without a dedicated HR department. Developing the skills to handle these moments proactively is essential to maintaining a healthy workplace.
Prioritising Wellbeing: Proactive management of team wellbeing is a key preventative strategy. Fostering a culture of support significantly reduces the likelihood of interpersonal friction escalating into conflict. You can explore our extensive collection of welfare-related resources here.
Prevention and Culture: Start by creating a culture where issues can be raised early. The Delivering Your Screen Project framework (see Point 7) encourages techniques for handling low-level conflict through informal, quiet chats before they require formal intervention.
Understanding the basics: For those new to their HR responsibilities, consult The Beginner's Guide to HR in TV and Film by The Small HR Company for context on standard industry HR processes.
When tensions rise, taking a structured but informal approach can de-escalate situations and prevent the need for formal action. Informal resolution can be applied to all working relationships.
A practical approach: Dina Slater, an HR Business Partner at Screen HR, provides an essential resource for those without an internal HR team in her article, Navigating conflict: A practical approach. While originally written for the context of TV production, the principles Dina outlines, such as early intervention, communication, and de-escalation techniques, are highly transferable across the entire screen sector. This article serves as a guide for project leads and managers looking to handle complex interpersonal friction.
Our Quick Tips Postcard offers concise guidance for managing conflict through early resolution.
Developing communication skills: Apply to take the upcoming ScreenSkills course for having difficult conversations at work to build your confidence in approaching sensitive topics constructively.
It is critical to know when a situation shifts from workplace friction to a matter requiring formal procedures.
Recognising Red Flags: If you encounter ‘red flags’ such as allegations of criminal behaviour, threats of violence, or cases where a pattern of unacceptable behaviour persists despite your best efforts at informal resolution, these situations must be managed through your business’s formal procedures.
Policies: Having clear, accessible policies is the foundation of a fair workplace. Our model policies, located in the Compliance Library, include introductory text to help your business implement them effectively. Remember that model policies are starting points, so make sure to review them against your business’s specific structure and needs.
We provide a general Dignity at Work Policy to cover broad conduct, alongside specific, sensitive policies for issues such as:
Handling sensitive conversations: If you are navigating high-pressure negotiations, see the BTO Solicitors article on protected conversations and improper behaviour for insights on minimising risk and avoiding undue pressure.
Formal Grievance & Disciplinary Procedures: If you have exhausted all informal options or encountered the ‘red flags’ above, you must transition to formal processes. Note that these statutory procedures below generally apply to those with employee status.
For Workers and Freelancers: Please refer to your specific contracts or your businesses internal Complaints Procedure to handle formal issues.
If informal discussions are insufficient, mediation can be a powerful tool to resolve disputes between team members. Mediation is inclusive and applies to all working relationships.
Understanding the basics: For a comprehensive overview of how mediation works within our industry, consult our module on Understanding Mediation in the Screen Industry.
Understanding the benefits: Read Why you should consider mediation to resolve disputes to understand the strategic advantages of this approach.
Practical application: If you decide to pursue mediation, our Quick Tips postcard offers concise guidance on when it is appropriate and how to initiate the process. You can also access model mediation clauses here.
By utilising these accessible resources and policies, you can empower your business to handle challenges with confidence, ensuring that minor friction does not develop into long-term issues.
If you do reach the stage where formal action is required, please remember that this guide is designed to provide signposting and oversight; formal procedures, investigations, and mediations should always be managed by appropriately trained professionals or qualified external experts. Knowing when to bring in specialist support is a critical part of your role in protecting your team and your production.