Grievance Procedure for Employers

It’s good practice, as an employer, to have a set grievance procedure in place. If an employee has made a formal complaint against you or a colleague, a clear procedure ensures appropriate action is taken. Both parties will be clear on the grievance procedure from the outset.

With workplace grievances, it’s beneficial to reach a solution before it gets to Tribunal stage, causing added time and expense.

Our grievance procedure expertise

We advise employers across the UK from our offices surrounding Bristol and South Gloucestershire, in Bedminster, Bishopston, Clifton, Kingswood, Queen Square and Thornbury.

Our specialist grievance procedure solicitors can assist you with workplace disputes and help you as an employer to reach a resolution with your employee. We can talk you through your options and offer assistance ahead of any meetings you have with the employee.

It is vital that employers deal with grievances properly. Following the right procedure helps avoid potential Tribunal claims and payment of compensation.

If things cannot be sorted through initial meetings, our employment solicitors have the knowledge and experience to advise you on Employment Tribunals.

Grievance procedure FAQs

A grievance is any concern or complaint that your employee wishes to raise. It can relate to just about anything, from pay, treatment or working conditions.

You should acknowledge the grievance right away and notify the employee without reasonable delay.

Your employee has the right to bring a colleague or trade union official along to the meeting with you, to help take notes or ask (but not answer) questions on their behalf.

After the grievance is heard, you should write and inform the employee of the outcome as soon as possible. They may reject this and appeal, however, and in this case you will need to arrange another meeting and with different manager.

If you fail to follow a proper grievance process, an employment tribunal might increase damages awarded to the employee by up to 25%.

Technically, an employee can raise a grievance after they have left, however you are not obliged to be involved in the process or grant them the right of appeal.

Further information

Our employment solicitors can help advise you on grievance procedures for the workplace, as well as provide guidance on disciplinary hearings, redundancies and settlement agreements. Call us on 0117 325 2929 or fill out our online enquiry form.


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