It is good practice for an employee who has concerns about the way that they are being treated to try and resolve matters initially informally with management, if they are unsuccessful in that then they should carefully consider issuing a grievance. Employees should take care to familiarise themselves with the employer’s grievance process if available, or otherwise simply put in writing concerns identifying what they are concerned about and why.
Depending on the issues raised in the grievance, matters may be resolved fairly quickly and informally, or the grievance may involve a protracted process whereby the employer conducts an extensive investigation. An employer should hold a grievance hearing and it is good practice for the employer to set out its findings separately in relation to each of the employee’s grievances if there are more than one or more than once and where grievances are denied or turned down, to set out its reasons for doing so. Employees should be provided with an appeal process in the event that the original grievance hearing does not produce satisfaction.
Davies and Partners specialist employment lawyers have a team of people who are able to advise employees who wish to pursue a grievance in order that they proceed on a correct and legally sound basis. Please contact our expert employment law team here
Sometimes grievances subsequently form the basis for claims of constructive dismissal.