What are the possible outcomes of a grievance?

Having investigated an employee's grievance and held a meeting with the employee to discuss it, the employer should consider whether or not to uphold the grievance and what, if any, action to take.

The employer could decide to uphold the grievance in full, uphold parts of the grievance and reject others, or reject it in full. If the employer upholds the grievance wholly or in part, it should identify action that it will take to resolve the issue.

In the course of the grievance hearing, the employer should obtain the employee's views on what action he or she would like to be taken and the employer should take this into consideration when making its decision. If the employer decides that the employee does have a legitimate grievance but there is nothing practicable that can be done to resolve it, it should explain its reasoning to the employee so that he or she can see that the employer has given serious consideration to the matter.

If the grievance uncovers failings in the employer's procedures, policies or practices, the employer should ensure that it rectifies the issue as soon as possible. If the grievance involved allegations against a particular individual, for example the employee's line manager, the appropriate outcome may be to commence disciplinary proceedings against that individual.

The employer should ensure that it follows its own grievance policy and any other relevant policies when making the decision. It should consider how similar grievances have been dealt with in the past and aim to handle all grievances consistently, unless there is good reason for not doing so.