Editor's message: Even in the most congenial workplaces, from time to time employees may have concerns about their work, working environment or working relationships. Having a clear and effective grievance procedure in place can help organisations resolve such issues at an early stage, often without recourse to a formal process.
The written statement of terms and conditions of employment issued to every new employee must include specified information relating to the redress of grievances. Beyond that, there is no minimum statutory procedure to follow in relation to grievances. However, you must ensure that your process complies with the basic principles of fairness set out in the "Acas code of practice on disciplinary and grievance procedures". Although employees cannot bring employment tribunal claims based purely on a failure to follow the code, the tribunals will take any such failure into account when considering relevant cases.
While your organisation will be able to deal with many grievances in a straightforward manner, it is also advisable for it to have a clear policy for dealing with some of the more challenging aspects of employee grievances, including persistent trivial grievances and those raised in relation to ongoing disciplinary or capability procedures.
Katie Barnes-Monaghan, employment law editor
Lockdown has presented difficulties for companies involved in internal investigations, dealing with whistleblowers, grievance claims and disciplinary processes. Ivor Adair examines the latest Acas guidance on the subject and explains the key issues and solutions.
Enhanced to include information on Acas guidance on grievance procedures during the coronavirus pandemic.
Employers need to consider whether it is fair or reasonable to conduct a disciplinary or grievance procedure while staff are working from home, following social distancing guidelines at work, or are on furlough.
With the coronavirus crisis resulting in an unexpected period of homeworking for much of the workforce, consultant editor Darren Newman considers the approach HR might take to managing employee relations processes during this time.
Updated to take into account an increase in the cap on a week's pay, with effect from 6 April 2020.
Following high-profile allegations of sexual harassment by staff, employees are now more empowered to speak up about inappropriate behaviour than ever before. But how they raise their complaint also dictates how an organisation should handle it. Catherine McGrath explains.
Updated to include information on Base Childrenswear Ltd v Otshudi in which the EAT considered the level of compensation where, among other things, the ex-employee’s post-termination grievance was ignored.
A model letter to inform an employee of the outcome of a grievance that a fellow employee has raised against them.
We are joined by Max Winthrop to go through the steps that employers need to take to ensure fair and robust disciplinary and grievance procedures.
HR and legal information and guidance relating to grievances.