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Complaints Policy & Procedure

Complaints Policy

We are committed to providing a good standard of quality service to our candidates and our clients.

We will take seriously any concern or complaint and will investigate it promptly, for resolution as quickly as possible.

We recognise that all candidates and clients have the right to raise concerns or complaints about our services and to have access to clear information on how to voice complaints and concerns.

We will keep a register of all complaints, which will be monitored by the group Human Resources Director and reviewed regularly by the Board of Directors.

Our complaints procedure will be part of the process of monitoring the quality, effectiveness, and non-discriminatory nature of its services.

All staff, candidates and clients are required to read, understand, and comply with this policy and its procedures.

Definition of a complaint

A complaint is any expression of dissatisfaction by an individual, whether justified or not.

An individual may make a complaint if they feel we have:

  • Failed to provide a service or an acceptable standard of service or made a mistake in the way the service was provided

  • Failed to act in a proper way

  • Provided an unfair service

This policy and procedure relate only to complaints received about Thrive Group and its services.

Concern or Complaint

It is important to establish the difference between a concern and a complaint. Taking informal concerns seriously at the earliest stage will reduce the likelihood of them developing into formal complaints.

If you have any concerns about our work, we encourage you to talk to a member of our team or their manager as soon as possible, so they can quickly understand your concerns and try to put things right.

If you are not happy with the response to your concern and/or want to make a formal complaint, please follow the procedure below.

Complaints Procedure

We aim to settle the majority of complaints quickly and satisfactorily. The complaint may be resolved quickly by way of an apology or by an acceptable explanation to the individual.

There are three stages to the complaint’s procedure:

  1. Stage One - The complaint

  2. Stage Two - Investigation

  3. Stage Three - Appeal

Stage One - Complaint

The complaint can be written or if the individual prefers, they can tell someone at Thrive Group, who will write it down for them. The complainant will need to sign it.

The complaint should include: -

  • The complainants name and address

  • The nature and date of the complaint

  • How they want to see it resolved

The complaint will need to be sent to complaints@thrivegroup.co.uk or write to Units 2/3, Copse Farm, South Marston, Swindon, Wiltshire, SN3 4UQ.

On receipt, each complaint will be allocated a reference number and logged on the complaints register.

Complainants will receive an acknowledgement within three working days of receipt of a signed complaint.

Stage Two - Investigation

All complaints at this stage should be dealt with by a manager. If they need to meet with the complainant, they will do so within seven working days of receiving the written complaint.

Complaints will be fully investigated, and a written response provided to the complainant within ten working days by the investigator.

The complainant will receive written confirmation of the outcome of any investigation any recommendations/remedies made, such as reviewing of policies, staff development and training or appropriate improvement to our services.

Where the complaint is upheld, an apology should be offered.

Occasionally investigations may take longer, particularly if the complaint is complex. Should this be the case a holding letter will be sent after ten working days and a final date given for a conclusion to be reached.

If an individual remains dissatisfied with the outcome from Stage Two, they can appeal within fourteen working days of the date of the outcome and progress to Stage Three.

The complaints register will be updated, and any pending complaints flagged so they are followed up

Stage Three - Appeal

If the complaint cannot be resolved to the complainant’s satisfaction at stage two, or if the manager feels that the complaint is of a serious nature or concerns a manager then it will be referred to the Group Human Resources Director.

If the complaint is about the Group Human Resources Director, then the matter will be discussed with the CEO.

The Chief Executive will acknowledge receipt within three working days, they will review the Stage Two investigation and recommend one of the following actions within ten working days (from the date the complainant stated they wanted to take the complaint to stage 3):

  • Uphold the action taken at Stage Two

  • Make changes to the Stage Two recommendation/actions

The complainant should be informed in writing of the outcome of stage three, the decision reached about this complaint will then be final but other options available to the complainant (as listed below) should be detailed in the letter.

If after the three stages have been concluded, the complainant is still not satisfied with the result, they should be advised that there is no further right of appeal, but they could approach any of the following agencies for advice:

  • A solicitor

  • Citizens Advice Bureau

This should be done within one month of receiving the outcome from the appeal.

Anonymous complaints

Complaints received anonymously will be recorded and considered, but action may be limited if further information is required to ensure a full and fair investigation.

Data protection

To process a complaint, we will hold personal data about the complainant, which the individual provides, and which other people give in response to the complaint.

We will hold this data securely and only use it to address the complaint. The identity of the person making the complaint will only be known to those who need to consider the complaint and will not be revealed to other people or made public. However, it may not be possible to preserve confidentiality in some circumstances, for example, where relevant legislation applied, or allegations are made which involve the conduct of third parties.

We will normally destroy complaints files in a secure manner six years after the complaint has been closed.

Monitoring

Complaints are a crucial tool which provide a useful source of information about how candidates and clients view our service. To ensure we can learn from complaints the following data will be collected:

  • Name and address

  • Name of person dealing with the complaint

  • Date of complaint and response

  • Nature of complaint

  • Action(s) taken/recommendations made in response to the complaint Lessons learnt

Complaint’s information will be considered on a regular basis by the Management Team and reported quarterly to the Board of Directors

Date last reviewed: November 2021

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Creating a Covid Contingency Plan

​As we are all aware, the pandemic has tested many businesses ability to react and support their staff. Even today when we are living without any restrictions in the UK, most businesses are having to account for to staff shortages and an increase in candidates prioritising jobs that have measures in place for their health and safety. One of our clients, a food manufacturer based in Somerset, shared their experience with us…Being in the industrial sector, this company needed to ensure that its staff were able to work safely in their workplace as they were unable to work from home, and also prepare for the fact that they may face staff absences due to COVID that could limit their workforce. To address this head-on, they worked with Thrive to introduce a COVID contingency plan which was to keep a core of agency staff in place that equated to 20% of their workforce. This enabled them to cover staff members absent from work for various reasons due to COVID. In February 2022 the restrictions were lifted by the government and the contingency that the food manufacturer set up during the pandemic was lifted. However, without this contingency they met several issues with staffing because the agency staff in place were let go and went on to find work elsewhere. The manufacturer currently faces daily shortages because alarmingly there are more staff who have COVID now than even previously when the contingency was in place. The easing of the restrictions throughout the UK has introduced more exposure to COVID when people visit environments where safety precautions are no longer being observed. Now Thrive is working with the manufacturer to further recruit and retrain new staff, a process that will take time to regain a skilled workforce that was previously established.The numerous issues they faced ensued a reintroduction of their contingency plan that will be kept in place for some time. Their story serves to prove the continued importance of having a plan in place to cover unexpected absences, even post-restrictions, and the importance of planning early so your workforce is fully staffed and trained for when they are needed.How can I ensure I have a COVID contingency plan?Thrive Group is here to support you and help fulfil your workforce for whatever happens as we navigate the weeks and months ahead. With all of this in mind, now is a great time to think about what policies you will retain in your workplace to help build back a better, safer space for your employees. Get in touch with us today to discuss further how we can help your business thrive. ​

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6 stress busting tips - how to manage stress in the workplace

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Even if you are in work in a role that is physically active, it is still important to be moving your body outside of work time.   Exercise has many benefits that will reduce some of the emotional intensity that you're feeling which will help you to manage your problems more calmly, including: better sleep – exercise uses energy so by the end of the day you feel more tired and ready for a good night's sleep  happier moods – physical activity releases feel-good hormones that make you feel better in yourself and give you more energy managing stress, anxiety, and racing thoughts – doing something physical releases cortisol which is your body’s main stress hormone. 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Protect your time. For a particularly important or difficult project, make sure to block out time to work on it without interruption. That said, it is also important to break large projects into smaller steps to avoid becoming overwhelmed.  5.   Make use of employee benefits   Make yourself aware of the employee benefits at your workplace. All Thrive employees have access to a virtual 24/7 GP, free health assessments, and free counselling through the Thrive Benefits App. Read more about Thrive employee benefits 6.   Use free resources to talk to someone and seek advice There are several brilliant organisations and charities that can help with combatting workplace stress.   Mind – offers training for employers and toolkits to help them assist employees who require support.  Anxiety UK – offers a phone line to support those with questions on how to prevent anxiety and stress at work.  Time to Change -   aims to tackle the stigma attached to mental health and strives to open up a conversation about health. “No one should be made to feel ashamed because of a mental health problem”. We understand the requirements of workers who want to be able to quickly access information and support they need, when they need it. 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The importance of collaboration

​Collaboration is a key value at Thrive and when it is successful in the workplace everyone benefits, the employees and the employer. “At Thrive, we build effective relationships with our colleagues, clients, workers, and external stakeholders. We understand the power of the collective, and believe that it’s better to win as a team than fail alone.”According to the Recruitment and Employment Confederation (REC) ‘there is a strong correlation between finding a good job match, job satisfaction and overall life satisfaction.’ If an employee is provided with the necessary skills and an environment for growth, they will feel a high level of job satisfaction which in turn has a positive and ‘a significant impact on productivity’ for the client. Respect and trust between the employer and workforce mean that employees can feel supported when they are able to ‘balance work with other responsibilities, such as family or education.’ (REC). As a result, there is a sense of community and understanding amongst the workforce and client to help improve future collaborations. The team at Thrive Group recognise that collaboration keeps everyone effectively moving towards a common goal to create a positive working environment where everyone can succeed. We at Thrive share our expertise & insight with clients to help them directly with employee management, online recruitment, and workforce planning. This eases client management responsibilities and helps them support their employees better. For the employees, managed through Thrive Group, we provide support through the recruitment process, we help them find further work when a contract is complete and we provide additional benefits through the Thrive benefits app where they can receive 24/7 private GP access, free counselling, special retail discounts and access to all their employment information in one handy place. The new Thrive Group website allows easy job searches and applications to ensure that needs of both client and candidate are satisfied through the process, and through it all the Thrive team have the resources and knowledge to ensure the candidates with the right skills are matched to the right job. The best result for everyone! Could you benefit from improved collaboration within in your workforce and with your workforce recruitment team? Contact us to discuss this further.

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