Grievance Procedure
It is a legal requirement for all companies to have a grievance procedure to which all employees have access. Failure to allow an individual access to the grievance procedure, or failing to take any grievance seriously, may have a bearing on any subsequent Employment Tribunal or breach of contract claim.A grievance is defined as some action that the employer or a colleague has taken or proposes to take, which the employee considers has been taken for a reason that is not connected with the way he or she is doing the job. Employees should be encouraged to raise these issues informally in the first instance to their immediate manager or supervisor. This may solve the problem quickly and protect good working relations.
However, if the informal approach does not work then the employee must formally raise the work grievance. This must be heard by the employer in a calm and impartial manner.
- Treat the employees grievance with sensitivity
- Ensure the grievance procedures are followed at all times
- The employee has the right to be accompanied by a colleague or trade union representative
- Be fair to the employee in the resolution of the problem
- Do not take a work grievance as personal criticism
Disputes at work are expensive, stressful and disruptive for both employers and employees alike. Constructive discussion can produce solutions before problems escalate and working relationships break down. If the dispute is not solved and results in an Employment Tribunal, both sides face an unsettling experience.
We can assist, advise and provide the correct processes, procedures and HR documents to minimise your risk with employment grievances.
