Disputes at work, whether to do with pay, bullying or even discrimination, can have a significant effect on you, your working relationships, your ability to work effectively and your wellbeing.
When you are faced with a problem at work, the first step to take is often to seek an informal resolution, for example by having a chat with your manager. If the matter cannot be resolved informally, or your concerns are serious enough to require intervention, you may wish to raise a grievance; a formal complaint about your concerns.
Your employer should have a formal grievance procedure for you to follow, which normally involves putting your complaint in writing, attending a grievance meeting, your concerns being investigating and then receiving an outcome with any recommendations or resolution.
Raising a grievance can be difficult and stressful, so it is important that you understand the procedure and what your rights are by seeking legal advice. Request a call back during office hours.
Contact our team who will be able to consider your evidence.
Your case will be allocated to the most appropriate lawyer for your circumstances, who will be able to discuss next steps and advise you on the grievance process.
We will also ensure that you are provided with clear information on costs. You may have the benefit of alternative funding through your legal expenses insurance provider or trade union. If you don’t, we’ll be able to provide clear and upfront cost estimates to ensure that you remain in control of your costs at every stage.
Our aim is to guide you through the grievance process as thoroughly and clearly as possible, helping you to pursue an amicable resolution to your complaint. We will do our best to ensure that you can remain in your role (if this is what you want) and to protect your reputation and career.
The grievance procedure is intended to resolve issues without the need for you to bring claims to the Employment Tribunal or to have to consider leaving your job. If you are not satisfied with the grievance or appeal outcome, however, we can advise you as to how to proceed.
Our specialist employment lawyers understand that raising a grievance can be an extreme measure and potentially confrontational step to take in order to resolve a work dispute. That’s why we listen carefully to your issues and take a sensitive approach to ensure that you make the right decision for you in the circumstances and to ensure that you set out your position effectively.
We can advise you on your employer’s grievance procedure and make sure that you understand the steps you need to take; help you to draft the initial grievance; and assist you to prepare for the grievance meeting. We will also ensure that you understand the ACAS Code of Practice on Discipline and Grievance and help you to ensure compliance with it.
Once you’ve received the outcome, we can analyse this and guide you through the appeals process if necessary. We will also inform you of any relevant time limits in relation to potential Employment Tribunal claims arising from your complaint.
Our client had been diagnosed with severe depression and anxiety as a result of the mistreatment she was subjected to at work. We guided her through the grievance process, despite much resistance from her employer. Eventually, the employer agreed to instruct an independent investigator to look into our client’s complaints and the matter was resolved.
Our client had been accused of gross misconduct and threatened with dismissal. We challenged these allegations and discovered evidence that they were, in part, fabricated and that our client was being targeted for whistleblowing. We ensured that our client was not dismissed and raised a grievance, which the employer was forced to uphold. This led to an advantageous compensation package for our client.
A senior director came to us complaining of sex discrimination at work, which was causing her significant stress and having a detrimental impact on her health. We guided her through the grievance and achieved a substantial exit package for her, whilst maintaining relationships and reputations for the good of her long-term career.
You should first consult your employer’s grievance procedure to see if this provides you with clear and adequate information about the process.
Generally speaking, the meeting is an opportunity for you to explain your grievance and to show any evidence that you have. Your employer may also ask questions to better understand your concerns.
Yes, you have a statutory right to be accompanied by a Trade Union representative, or by one of your colleagues.
If you would like someone else to attend, such as a friend or relative, you can ask your employer, but it will be at their discretion as to whether they allow it.
Yes, but generally only if your employer consents. If they do not consent to you recording, you or your companion might want to take detailed notes of the meeting. Your employer should also take minutes of the meeting, which you can request a copy of afterwards.
As a rule, yes. However, grievance procedures are intended to resolve disputes with existing employees. Your employer is not obliged to engage with the grievance procedure or any appeals process once you have left.
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