Grievances at work can often be resolved informally within your organisation. However, if you have a particular issue at work it is always advisable to raise your concerns formally and to follow your internal grievance procedure.
If you have gone through this process and are still having issues or are unhappy with your employer’s response, you may then want to consider your other options such as making an employment tribunal claim. Our team of specialist employment law and HR solicitors are here to support you through any grievance procedure and can also advise on your potential options going forward.
What Are Your Options?
A grievance at work can cover a range of concerns and complaints from heavy workload and disagreements about pay, all the way to harassment and discrimination at work. Knowing where to start with the grievance process can be overwhelming but our team are here to advise and support you through each step of the process.
Below are a few of the key stages involved in any grievance process:
- Informal: the best place to start is to talk to your employer. For example you could ask your manager for an informal meeting to discuss your concerns and to consider possible ways of resolving the matter before escalating to a formal grievance. However, depending on the seriousness of the concerns, it may be more appropriate to progress straight to a formal grievance.
- Formal grievance: your employee handbook should explain what you need to do in order to raise a formal grievance. The process typically requires you to clearly set out your grievance points in writing along with how you would like the issues to be resolved. Your employer should then invite you to a formal meeting to discuss this and subsequently provide you with a detailed outcome as to whether your grievance points are upheld and what action will be taken next.
- Appealing a grievance decision: if this hasn’t resolved the problem, or you believe that your employer has not fully investigated and properly considered your grievance points, you should be given the right to appeal the initial decision. A further grievance appeal hearing meeting should then take place to discuss the appeal in more detail – again with your employer then providing a detailed outcome.
- Making a claim: if the above steps haven’t resolved the issues then you may be able to make an employment tribunal claim. You don’t have to raise a formal grievance before making a claim however, it is usually advisable to do so as this can potentially help strengthen any claim you do bring.
How SAS Daniels Can Help You With Grievances at Work
We can assist you with:
- Raising a formal grievance and support drafting the initial letter to your employer
- Appealing an initial grievance decision including drafting the appeal letter
- Advising on your potential options such as bringing an employment tribunal claim or negotiating a settlement agreement
- Full support, advice, and representation when making an employment tribunal claim
Our team of employment law solicitors are dedicated to helping you resolve grievances at work and will take the time to listen to you and work with you to find the best possible outcome.
When it comes to costs, we will discuss these with you at the outset and provide you with a quote to ensure there are no hidden surprises at the end of your matter.
For advice on handling a grievance at work, please contact our Employment Law & HR team on 0161 475 7676 or get in touch via our contact form.