Grievances can concern matters such as employee’s work, pay or working relationships, and you should have a grievance procedure that allows:

• employees to raise genuine workplace grievances.
• grievances to be dealt with fairly, objectively and without fear of recrimination.

ACAS guidance states that ‘If an employee has a 'grievance' (problem) at work, it's usually a good idea for them to raise it informally first. The employer should respond even if the problem's raised informally’.

If an employee raises a problem you should deal with it promptly, fairly, and in a consistent manner.

You should view raising of a grievance as an opportunity to resolve a workplace problem.  Having a positive attitude may facilitate a satisfactory resolution.

Informal and formal approach

An informal procedure will usually be suitable where:

• the grievance regards a minor issue
• the matter can be resolved quickly and efficiently without a formal procedure.
• the employee is happy to use the informal procedure.

Review the matter, carry out an investigation and provide an outcome to the employee, keep a written record of this.

A formal grievance procedure will be used where:

• the employee is not agreeable to the use of an informal procedure.
• the employee is not satisfied with the outcome of an informal procedure.
• an informal procedure is not appropriate based on the seriousness of the issue.
• a formal investigation process will be necessary, including interviewing witnesses.

Grievances can be time consuming and sometimes complex with potential consequences for other colleagues. Failing to deal with a grievance can also be risky to your business. If you have received a grievance and you are unsure how to deal with this get in touch for guidance and support 📲 01905 900080, to keep you compliant with the ACAS Code of Practice.