It is important that you have a clear, written policy in place so that your employees know the exact process to follow should they need to raise concerns. With expertise in employment law, we empower businesses with this knowledge, explaining all of your options and giving recommendations.
There may be instances where your employees are unhappy about an aspect of their employment and decide to raise a grievance. The importance of following a proper grievance procedure should not be underestimated by employers. It is crucial that any grievance is dealt with in a timely manner and handled sensitively.
It is important that you have a clear, written policy in place so that your employees know the exact process to follow should they need to raise concerns.
Failure to follow a satisfactory grievance procedure could result in your employees making a claim to the Employment Tribunal. It you have failed to follow the ACAS Code of Practice, any damages awarded by the Tribunal in related claims could be increased by 25%. Contact the team for Advice.
If you are unsure whether your current grievance procedure is adequate or you have a live issue that may require sensitive advice, then contact us and we can advise you accordingly. Where necessary, we will help you to implement more robust procedures. We’d approach any specific scenario from a risk perspective about the potential for it to turn into a legal claim.
You will be allocated to the most appropriate lawyer for your matter, who will be able to advise you on what current policy and procedures you should have. If one of your employees brings a grievance and you are unsure on how to handle it, we will advise you accordingly and where necessary, defend your business against any Employment Tribunal claims
We will provide clear and upfront cost information to ensure that you remain in control of your costs at every stage.
We understand that trying to navigate through a fair and objective grievance procedure can be difficult. However, it is important to deal with any such grievances sensitively and in a correct manner otherwise your business could be a risk of legal claims or reputational damage.
With expertise in employment law, we empower businesses with this knowledge, explaining all of your options and giving recommendations on how to proceed. We can review existing policies as well as create new ones to ensure you are compliant and in turn avoid costly employment disputes with employees.
Our focus is to try and avoid claims arising in the first place by ensuring that you and your business have a thorough grievance procedure in place and are equipped to deal with any complaints which may arise in the most effective and efficient way. This will allow you to focus on the success of your business with the peace of mind that you have minimised any risk to your business.
We helped a client to successfully navigate a number of complex and inter-related grievances, disciplinaries, dismissals and resignations involving several employees and allegations of Islamophobia and breach of competition laws.
We provided advice to a national retailer, including drafting their contracts and policies and have provided them with advice and support in relation to internal grievance, disciplinary and restructure processes.
A policy, ideally in writing, which provides employees with information about raising a grievance. It should identify how the employee can raise his/her complaint, to whom the complaint should be sent and which steps the company will take to investigate the complaint and report back to the employee.
The individual appointed to investigate the grievance should be independent from the subject of the complaint. This could be a manager or, for a small business, it could be an independent person, such as an HR Consultant or lawyer.
An employee is entitled to bring a colleague or trade union representative to a grievance meeting. Any extension of this right is at the discretion of the employer.
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Our offices are open from Monday to Friday from 9 am to 6 pm.
|Phone:||0808 231 6369|
|Fax:||020 7388 2106|
|Address:||Hodge Jones & Allen Solicitors 180 North Gower Street London NW1 2NB|