Grievances are formal complaints raised by employees and often signal deeper concerns that, if mishandled, are often a precursor to resignations or employment tribunal claims. Addressing them promptly, fairly and sensitively is crucial.
Our employment solicitors have extensive experience in guiding employers through the grievance process and will be able to advise on the steps that you need to follow to ensure that you deal with all parties involved within the grievance fairly.
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An employee is likely to raise a grievance if they are unhappy or dissatisfied about something that has occurred in the workplace. A grievance will normally relate to the treatment that the employee has received from their managers or colleagues.
Most employers will have a grievance policy which sets out the steps that the organisation is required to follow. If your organisation does not have a grievance policy, then it should follow a fair process as per the ACAS Code of Practice. To do this you should investigate the concerns; have a meeting with the employee (at which they have the right to be accompanied) and interview any witnesses prior to reaching a decision. The outcome of the grievance should be communicated in writing to the employee. Following the employee receiving the outcome of the grievance, you should provide them with the opportunity to appeal the decision.
If a grievance is not properly handled and the employee submits a claim in the employment tribunal, you are at risk of the employment tribunal awarding a 25% uplift to any compensation that may be awarded to the employee.
