Editor's message: Having a clear and effective grievance procedure in place can help your organisation to resolve complaints raised by employees at an early stage and avoid them resorting to an employment tribunal. Importantly, enabling employees to raise formal grievances can help you to identify issues that the organisation needs to address, for example bullying, health and safety concerns, discrimination or unfair practices relating to pay or benefits.
There is no minimum statutory procedure to follow, but employers must deal with grievances in a way that complies with basic principles of fairness. You should make sure that you are familiar with the "Acas code of practice on disciplinary and grievance procedures".
Our content guides employers through each stage of the grievance process and deals with potential practical difficulties that could arise, such as where an employee repeatedly raises grievances about the same issue, or appears to be abusing the process by raising trivial issues.
Bar Huberman, employment law editor
In this week's feature-length podcast, we are joined by special guests Nicky Stibbs and Max Winthrop to discuss some common areas of concern around the termination of employment.
Practical guidance on dealing with a situation where an employee requests to record a meeting or has recorded a meeting covertly.
Additional information on the law on grievance procedures for NHS employers, including dealing with bullying and harassment and job planning and pay progression disputes. To be read in conjunction with the general information on the law on grievance procedures.
In Jinadu v Docklands Buses Ltd EAT/0434/14, the EAT held that an employee was not entitled to have her disciplinary proceedings suspended while the employer considered a grievance that she had raised about her treatment. However, the case was remitted because the tribunal had failed to make clear findings as to whether she was dismissed for gross misconduct or for poor performance.
The Employment Appeal Tribunal (EAT) has held that an employer was not obliged to put the disciplinary process on hold until the employee's grievance had been investigated.
A model letter inviting an employee to attend a grievance meeting.
A model letter inviting an employee to a grievance appeal meeting.
A model grievance procedure, which sets out the steps in the grievance process, including informal resolution, mediation, the right to be accompanied and appeals.
A model order of proceedings for a grievance hearing.
HR and legal information and guidance relating to employee grievances.