Two employees in conflict puts the manager in a difficult position. Here is a practical guide on what to do, what not to do and when it becomes something more serious.

Step 1: gather the facts before acting

Do not take sides based on one version. Speak to each person separately, privately. Listen without judging. Your goal at this stage is to understand what happened, not to assign blame.

Step 2: distinguish a conflict from harassment

A conflict between colleagues is a mutual disagreement. Workplace harassment involves a pattern of systematic behaviour aimed at demeaning or isolating a person. If one employee reports persistent, targeted behaviour, this requires a formal HR process.

Step 3: mediate where possible

If both parties are open to it, bring them together in a neutral, controlled setting. The goal is not to force friendship but to agree on professional working terms. Document the outcome in writing.

This article is for informational purposes only and does not constitute legal advice.