Latest IRS research examines the steps taken by employers to manage employee grievances and avoid unnecessary employment tribunal claims. We talk to Acas and Unison about how the new Acas code of practice is working.
In Suffolk Mental Health Partnership NHS Trust v Hurst and others; Sandwell Metropolitan Borough Council and others v Arnold and others  IRLR 452 CA, the Court of Appeal held that, in order to comply with step one of the statutory grievance procedure, it is sufficient for an employee to inform her employer that her grievance relates to equal pay. Further detail, such as identification of comparators, is not required.
In Arnold & others v Sandwell Metropolitan Borough Council and other joined appeals EAT/0332/08, EAT/0365/08 and EAT/0366/08, in a departure from the Highland Council decision, the EAT held that, to confer jurisdiction on the employment tribunal in an equal pay case, it is sufficient for a grievance to state that an equal pay claim is being raised and for any subsequent tribunal claim to relate to equal pay.
This week's case of the week, provided by DLA Piper, covers the statutory grievance procedures.
The Employment Appeal Tribunal has held that an employment tribunal was wrong to rely on previously submitted tribunal claim forms as statements of grievance, when deciding whether or not it had jurisdiction to hear constructive dismissal claims.
The Employment Appeal Tribunal has held that an employee who raised a grievance about her "pay" did not satisfy step one of the modified grievance procedure in relation to a complaint about her level of bonus payment.
The Employment Appeal Tribunal has stressed that the statutory grievance procedures do not apply in cases where the dispute results in the employee's dismissal.
In Towergate London Market Ltd v Harris  IRLR 536, the Court of Appeal held that the time limit for presentation of an unfair dismissal complaint was extended by three months for an employee who did not appeal against her dismissal, but subsequently raised a grievance about her selection for redundancy. At the point when the normal time limit expired, she reasonably believed that a dismissal procedure was ongoing.
The Employment Appeal Tribunal (EAT) has held that a grievance letter stating that a complaint was informal and not intended to invoke the statutory procedure was a valid grievance under step one of the statutory grievance procedure.
This week's case of the week, provided by Addleshaw Goddard, covers equal pay claims.
HR and legal information and guidance relating to the statutory grievance procedures.