Definition of Grievance:

According to the Acas Code of Practice on Disciplinary and Grievance Procedures, “grievances” mean any “concerns, problems or complaints employees raise with their employer”.

Grievance Procedure:

As a starting point, any grievances at workplace should be dealt with through informal discussion with your line manager to try resolve the disputes amicably. If you have already done so, you may follow your company’s grievance procedures to formally escalate your concerns/problems.

Step 1: Written Grievance

Put your grievance in writing, setting out the nature of the complaint, relevant facts, dates, and names of individuals involved. Submit the written grievance to your line manager. The matter should be investigated thoroughly by your employers without delay.

Step 2: Grievance Meeting

A grievance meeting will be arranged. Normally, you should have the right to bring a companion to attend the grievance meeting provided that you give reasonable notice in advance. The meeting may be adjourned if further investigations are needed, after which the meeting will be reconvened.

Step 3: Outcome/Decision

The employer will write to you within reasonable time to notify you of their decision and any further actions to resolve the grievance. If the grievance has not been resolved to your satisfaction, you may appeal the decision in writing, stating your grounds of appeal. An appeal must be submitted without unreasonable delay.

Step 5: Appeal Meeting

The employer will hold an appeal meeting. The matter will be dealt with by a more senior manager who has not previously been involved in the case.

Step 6: Final Outcome

The employer will confirm their final decision in writing. After that, there is no further right of appeal.

* You may bring a claim against your employer at the Employment Tribunal or the Court if you have exhausted your firm’s grievance procedure but still do not receive a satisfactory outcome.