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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
Does a fellow worker have the right to time off to act as a companion at a disciplinary or grievance hearing?
Is a worker entitled to be paid for time off work to accompany a colleague to a disciplinary or grievance hearing?
What happens if the companion is not available at the time chosen for a disciplinary or grievance hearing?
What redress is available if an employer fails to permit a worker to be accompanied at a disciplinary or grievance hearing?
Is an employer obliged to provide notes on an investigation into a grievance to the employee who raised the grievance?
What are the possible outcomes of a grievance?
How should the employer respond if an employee appeals a grievance decision but does not set out the grounds for the appeal?
Is there a set timescale for the lodging of an appeal against a decision in relation to a grievance?
The Acas code of practice on disciplinary and grievance procedures (PDF format, 1.58MB) (on the Acas website) provides that an employee who is dissatisfied with the outcome of a grievance should appeal and provide the grounds for appeal in writing. If an employee raises an appeal verbally, the employer should ask the employee to put his or her grounds for appeal in writing.
If the employee refuses to submit the grounds in writing, the employer would be advised still to hear the appeal and notify the employee of the outcome without unreasonable delay. Should the grievance become relevant to subsequent tribunal proceedings, and if the employee is successful with his or her claim, the tribunal could make a reduction to any compensation that it awards of up to 25% if it considers that the employee unreasonably failed to comply with the Acas code by not providing the written grounds for his or her grievance appeal.
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