Raising Grievance at Workplace for Employers
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Every employer should have a clear, written grievance procedure, and every employee is entitled to raise a formal complaint about their treatment at work. How you respond, promptly, impartially and in line with the ACAS Code, has a direct bearing on whether a grievance stays resolved or escalates into a tribunal claim.
A fair process means acknowledging the grievance quickly, investigating the facts objectively, holding a proper grievance meeting where the employee can be accompanied, and setting out your decision and the right to appeal clearly in writing.
Sharper Labs Legal supports employers through the entire grievance process, from drafting compliant policies to independently investigating sensitive complaints, helping you reach a fair outcome while minimising the risk of constructive dismissal or victimisation claims.
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How we support your raising grievance at workplace
- ACAS-compliant grievance procedure
- Impartial investigation support
- Grievance meeting guidance for managers
- Outcome letters and appeal handling
- Reducing constructive dismissal risk
- Manager training on handling grievances
Raising Grievance at Workplace for Employers, frequently asked questions
Everything you need to know about this topic.
There is no single law requiring a specific procedure, but you must handle grievances fairly and in line with the ACAS Code of Practice. Having a clear, written procedure helps you do this consistently and reduces legal risk.
Ideally, someone impartial with no direct involvement in the issue raised. For sensitive or senior complaints, an independent external investigator, which we can provide, often gives both parties confidence in the process.
They should be given the right to appeal, and the appeal should ideally be heard by someone more senior who was not involved in the original decision. We can help you draft a fair, well-reasoned outcome and appeal response.
Yes. An employee who resigns after a poorly handled grievance may bring a constructive dismissal claim, and a grievance about protected characteristics may also form the basis of a discrimination claim. Handling it fairly from the outset reduces this risk considerably.
As promptly as reasonably possible. Unreasonable delay can itself be viewed unfavourably by a tribunal, and can increase the anxiety and cost involved for both sides. We help you keep the process moving without compromising a fair investigation.
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