Grievance Procedures

If you experience a serious problem at work, and you want something to be done about it, there is a formal procedure which should be followed to ensure that you remain professional.

Most employers will have some sort of Grievance Policy / Procedurein place to ensure that issues are resolved quickly and effectively, this may be utilised for a number of reasons including;

• Disagreements about;
  • Terms and Conditions in you contract
  • Pay
  • Working Conditions / Equipment
• Discrimination
• Disregard for any Statutory Employment Rights

Before raising any grievance, it is important that you have tried to resolve it informally by talking to your boss.

If you feel that you do need to start taking a more formal approach to the matter, you should first read through any grievance procedure that your employer has. Employers are legally obliged to take 3 basic steps when dealing with a grievance.

Statutory Minimum Procedures

1. Step One Letter
   You will need to begin the process by writing the relevant senior member of staff, detailing your grievance and asking that action is taken to resolve.
   
2. Meeting / Hearing
   You should be invited to a meeting by your employer, during which they should treat you fairly and in an un bias way, this meeting would be to discuss the problem and attempt to resolve it.
   
   If your employer feels that it is necessary for the other person involved to be at the meeting, they may arrange this, but you should express concern in advance if you feel that this would make the meeting difficult.
   
   You should plan what you wish to say, make notes and take them with, ideally with times and dates of any incidents if applicable.
   
   You are able to take a colleague or trade union rep to the meeting with you for support and if you want, for representation, but you should inform your employer in advance.
   
   Hopefully, action can be agreed upon at the meeting, if not; you should be informed soon after about the outcome.
   
3. Appeal Meeting
   If the outcome of your initial meeting is not satisfactory, you should appeal. If possible, your appeal would be heard by a more senior manager, but if that isn't possible, external mediators may become involved.
   
   Even if an appeal meeting does not seem like a practical idea, you should do it anyway to satisfy any Employment Tribunal, because your award may be reduced if the complete procedure is not carried out.

ACAS are the external independent body who can help to resolve such issues, and should be contacted for advice on your individual case if an appeal meeting fails or if you decide to definitely go ahead with an Employment Tribunal.

You can purchase employment documents and Employment Policies online