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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.


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What is the minimum an employer must offer an employee in terms of access to a grievance procedure?


Can an employer deal with a grievance informally?

Yes. An employer can deal with a grievance informally if it is appropriate in the circumstances. Most complaints raised by employees should be dealt with by the employee’s line manager, without recourse to the formal grievance procedure. If an employee raises a formal grievance, it could be appropriate for the employer to deal with it informally, for example where it is clear that the employee has a legitimate complaint that can be easily resolved to his or her satisfaction.

If the nature of the grievance is serious, or if an informal approach to resolving it is not successful, the employer should deal with the grievance under its formal grievance procedure.

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Is an employee who does not submit a written grievance barred from bringing a tribunal claim based on his or her complaint?

Who should deal with an employee's grievance?

What should an employer do if an employee retracts a grievance?

Where a grievance hearing has been arranged but the employee subsequently cannot make the arranged time, how should the employer handle the situation?

Must a disciplinary or grievance hearing be held during an employee’s normal working hours if these are outside normal office hours?

What should the employer do if an employee fails to attend a meeting under the grievance procedure?

Can an employer anonymise witness statements obtained during a grievance or disciplinary procedure?

Do workers have the right to be accompanied at a grievance hearing?

For the purpose of the right to be accompanied how is a disciplinary or grievance hearing defined?

What is a "reasonable" request by a worker to be accompanied at a disciplinary or grievance hearing?

Who can be chosen as a companion at a disciplinary or grievance hearing?

Can an employer reject an employee’s choice of companion for a disciplinary or grievance hearing?

Must an employer permit a 16 or 17 year old to be accompanied by a parent at a disciplinary or grievance hearing?

Where an employer recognises one union can a worker ask to be accompanied by an official of another union at a disciplinary or grievance hearing?

Where an employee chooses to be accompanied at a disciplinary or grievance hearing by a union official, is the official required to be qualified or trained in this role?

Is a fellow worker or trade union official obliged to accept a request to accompany a worker at a disciplinary or grievance hearing?

Does a worker have to be a union member to request to be accompanied by a trade union official at a disciplinary or grievance hearing?

What is the companion's role at a disciplinary or grievance hearing?

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