Boss ringing DH at home after he's raised a grievance against him

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DH has been off work sick for a while with stress and anxiety and has raised a grievance relating to health and safety issues. He has a lot of evidence etc, the whole thing has gone on for years.

He's named his main boss in the grievance and has mainly been dealing with HR and the managers that have been nominated to investigate. Today, DH's boss has tried to telephone him twice and has left a message saying he will ring again tomorrow. Is this allowed? Is DH obligated to ring him back?

I wouldn’t call back. If they leave a message that’s one thing (and on the record). They probably want to get him to retract.

Thanks, that's what I think too.

I would makes sure DH does not answer the phone when boss rings tomorrow and continue to manage the matter through HR. If boss keeps phoning mention this to HR and ask their advice

I was wondering the same thing. Surely the manager would of been advised or had common sense to know not to phone DH, but keep his distance instead?

Hope your DH is ok and it all gets resolved.

Thank you both. We have contacted HR to clarify the situation and will see how it goes. I will make sure DH doesn't get tempted to pick up the phone but I don't think he will.

Did he mention it to HR?

‘Can I just check who I can communicate with? Boss X has tried to call a few times and I just wanted make sure of the rules...’

I'm kind of on the fence on this one. If he's still your DHs boss, then he is likely still responsible for his line management including whatever arrangements the company have for checking in on people on long term sick. I've been on the receiving end of a (meritless) grievance from someone I managed, but that didn't stop me from having to manage them. So I guess it depends what he was calling about, which is a bit of a catch 22 if he didn't say!

I agree with Jäger - it's probably in line with keeping in touch over absence

I'm in a similar position (although it's emails from line manager rather than calls)

It was 'keeping in touch' as part of absence management but it made me very uncomfortable.

I told HR I wanted to keep in touch with them or another manager as part of absence management - didn't stop my line manager from continuing to send me 'friendly' emails asking 'how are you'.

In other words, "I'm going to be super nice to you because I'm shitting myself that you have raised a grievance against me"

I just ignored them all and sent my sick lines to her manager instead.

I’m a line manager and have to phone staff if they’re off for a certain amount of time.

However, I think that’s inappropriate if the manager has been named in a grievance procedure.

HR have advised it's 'probably' to do with absence management but I'm very suspicious as there's been no contact from him before now. HR are already aware DH is off sick due to the stress he's been under at work - confirmed by GP, clinical psychologist and independent doctor commissioned by the firm. There's been two medical reports sent in in addition to a report by Occupational Health so it's not like they don't know what's going on. They know that he won't be returning to work until the issues causing the stress are resolved - and they've been advised by third parties to get them resolved.

Anyway, HR have said he doesn't have to talk to him if he doesn't want to so at least we have had a reply. Thanks everyone for the advice and sorry to everyone who has been through something similar or who is going through something similar, I'm so sympathetic, it's a horrible process.

I’m a line manager and have to phone staff if they’re off for a certain amount of time.

However, I think that’s inappropriate if the manager has been named in a grievance procedure.

I agree. While the standard is that managers can keep in touch on long term absence, as your DH has named this person in a grievance, HR should find someone else more appropriate to undertake this task.

And I 'd let your Union Rep know about this too. They can independently remind the Line Manager of procedures if need be.

I was involved in a grievance against me and the person was off ill. I wouldn’t have dreamt of calling them despite the policy. Even when concluded (in my favour) and the person still off unwell, I wrote a few polite emails at reasonable intervals offering to meet face to face in a neutral place to clear the air and expressing my concern at the individuals illness and hopes for speedy recovery. I also offered to have HR or another party of their choosing present.

Perhaps email the manager to ask that he corresponds in writing at least initially? HR should know why he is trying to contact if it’s above board so perhaps go with what they say, but don’t feel pressured into talking to someone you have an unresolved issue with. Ask for alternative reporting in on Sickness absence if that’s what it’s about - or another contact re work issues.