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.
We provide immediate, practical legal advice when an employee raises a grievance. Our lawyers help employers assess legal risks, determine the appropriate process, and develop a strategy that protects the organisation while ensuring a fair and reasonable response. We advise on issues ranging from workplace conflict and poor management allegations to discrimination, harassment, whistleblowing and senior executive complaints. By identifying potential employment law risks at an early stage, we help employers minimise disruption, maintain employee confidence and reduce the likelihood of costly Employment Tribunal proceedings.
We support employers throughout grievance hearings and appeals, ensuring compliance with internal procedures and employment law requirements. Our services include preparing hearing documentation, advising decision-makers, reviewing evidence and assisting with outcome letters. We help organisations reach fair and defensible conclusions that are supported by evidence and appropriate reasoning. Effective management of hearings and appeals reduces the risk of successful legal claims and helps maintain confidence in workplace processes.
A clear and effective grievance procedure is essential to managing employee concerns consistently and lawfully. We draft, review and update grievance policies, ensuring they reflect current legal requirements, best practice and organisational needs. We also review related policies such as dignity at work, anti-harassment, whistleblowing and disciplinary procedures. Well-drafted policies help employers promote fairness, reduce disputes and demonstrate compliance with legal obligations.
Our team conducts thorough, impartial workplace investigations into employee grievances. We establish the facts, interview witnesses, review documentary evidence and prepare clear investigation reports with evidence-based findings. Independent investigations can be particularly valuable where allegations involve senior managers, sensitive issues or significant legal risk. We ensure investigations are procedurally fair, legally robust and completed efficiently, enabling employers to make informed decisions and demonstrate a commitment to addressing workplace concerns appropriately.
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Not every workplace dispute requires a formal process. Our mediation and conflict resolution services help employers resolve issues quickly and constructively before relationships break down further. We facilitate discussions between employees, managers and teams, encouraging practical solutions that support future working relationships. Early intervention can reduce management time, improve employee engagement and avoid escalation into grievances, disciplinary processes or litigation.
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Find answers to your most pressing questions about our services and processes.
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.
