Grievance Management

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.

Helping businesses deal with Grievances

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.

With our involvement you can gain:

  • Guidance on implementing grievance procedures.
  • Support with such procedures.
  • Options on how to deal with difficult employees.
  • Advice and support for specific, sensitive matters.
  • The reassurance that your procedures and actions are compliant with UK Employment Law and the ACAS Code of Practice

How can get I legal advice?

  • Contact us

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.

  • Representative

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

  • Funding options

We will provide clear and upfront cost information to ensure that you remain in control of your costs at every stage.

Why choose our solicitors to help you navigate grievances?

  • Managing your Risk

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.

  • Empowering Businesses

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.

  • Avoiding Claims

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.

Case Study: Navigate complex and inter-related grievances

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.

Case Study: Advised national retailer

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.

Frequently asked questions

What is a grievance procedure?

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.

Who should investigate grievances?

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.

Do employees have the right to be represented at a grievance meeting?

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
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