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Do you have an employee who has raised a grievance? Once a grievance or concern is brought to your attention, you have a duty to deal with this in the correct way, in line with the ACAS code of practice.

This can be costly, time consuming and often can be disruptive to the business.  We’re on your side. Our experienced advisors are on your side, striving to provide you with a practical solution to minimise the cost and disruption to your business.

We will provide you with tailor-made solutions for your business, whether it is running the whole or just part of the process, this could include the following:

  • Carrying out the investigations, including interviews

  • Provide an independent chair for the hearing or appeal

  • Provide the written response to the employee

  • Provide advice and support throughout the process

  • Providing a mediation service

Dealing With a Grievance

Dealing with a formal employee complaint effectively is crucial as it can make-or-break a working relationship. A grievance should be addressed fairly and without unreasonable delay with the aim being to resolve it as soon as possible.

Grievance Investigation

One of your employees has raised a grievance. Do you have a written grievance policy or procedure? It is good practice that you follow your procedure this will ensure a consistent and fair process is used and if you do not have a grievance procedure it would be good practice to use the ACAS code of practice.

Grievance Hearing

The grievance hearing is a formal meeting where the employer meets with the employee with the aims to address and resolve the grievance raised by them. It is important that the employer has a written grievance procedure in place and if not should at least follow the ACAS code of practice.

Grievance Appeal

The employer should offer the employee the right of appeal if they are not happy with the outcome.

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