We've all seen it: a policy tucked away in a shared folder or portal that no one can quite remember, or apply in practice. If it isn't followed, it might as well not exist.

It is tempting to believe that policies in themselves keep organisations safe. Yet, as a recent case brought by an employee against a major supermarket in the UK's Employment Tribunal demonstrated, they only provide real protection when they are properly followed.

In this case, a manager raised repeated concerns about a colleague's aggressive behaviour, including a reported threat involving an imitation weapon. Leadership did not follow their own procedures: the risk was downplayed, body-worn camera footage was allowed to be deleted, and blame was shifted back onto the person raising the alarm. The Tribunal concluded this was not merely poor practice but amounted to constructive dismissal, sex discrimination, and whistleblowing detriment.

The outcome was an award of more than £59,000. The greater cost, however, lay in the damage to trust and workplace culture.

The lessons for employers and HR teams are simple:

-Follow policies consistently, every time and without exception.

-Record complaints and actions properly, both digitally and on paper where required.

-Apply policies as intended: fairly, transparently, and without bias.

-Keep policies up to date.

Policies do not provide protection simply by existing. They are effective only when embedded into daily practice. A fair, transparent process prevents escalation, preserves trust, and avoids Tribunal claims.