Employees can be unhappy sometimes – so much so that an informal chat doesn’t resolve things. They can then raise a grievance, which has to be dealt with formally.
Employment law is a force to be reckoned with and there are legal duties you need to comply with in a grievance case. In the terms and conditions of employment (contract), you need to give employees the name and job title of a person they can approach with a grievance (and explain the process, or show them where to find it).
If an informal chat doesn’t resolve things, the formal grievance process kicks in. This involves a written complaint from your employee, a meeting to discuss the issue, further investigation if necessary and a written decision from you to reject or uphold the grievance. Your employee should have a chance to appeal your decision.
A meeting gives your employee a chance to explain their grievance and put forward a solution. You should give them the opportunity to bring along a colleague or union representative.
How we can help
Our HR specialists have dealt with a whole host of grievance issues, from the straightforward to the highly complex. We can use our knowledge to help you every step of the way, including:
- Writing a grievance procedure
- Helping you communicate your grievance procedure with employees
- Providing expert advice on how to deal with various grievances
- Helping you carry out the grievance process
- Acting as an investigator or appeal officer
- Handling everything for you, from mediation to meetings