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grievance procedures

Grievances are concerns, problems or complaints that employees raise with their employer. There is no legally binding process that you and your employer must follow when raising or handling a grievance at work. However, there is an ACAS (Advisory, Conciliation and Arbitration Service) Code of Practice on disciplinary and grievance procedures (the Code). It sets out principles that you and your employer should follow to achieve a reasonable standard of behaviour in handling grievances.

Try talking with your employer informally before raising a formal grievance, to see if that helps.

If you tried to resolve your grievance informally and this approach did not work, you should raise the matter formally. You should do this using your employer’s formal procedures for grievances.

Procedures for handling grievance situations should be in writing, specific and clear. Your employer must, at least, give you in writing the name of the person that you can apply to seek redress (put the matter right).

To comply with the Code, your employer’s grievance procedure is likely to include the following steps:

•             Writing a letter to your employer setting out the details of your grievance

•             A meeting with your employer

•             The ability to appeal your employer's decision

You should write as quickly as possible to your employer with the details of your grievance. Your letter should be dated and you should keep a copy.

Meeting with your employer

Your employer should arrange an initial meeting at a reasonable time and place to discuss your grievance. You should make every effort to attend the meeting.

It is up to your employer what format the meeting takes. They will normally go through the issues that have been raised and give you the opportunity to comment. The main purpose of the meeting should be to try to establish the facts and find a way to resolve the problem.

DBS Law’s Employment Department provides expert advice to employees on all aspects of employment law. Whether you require initial advice on a particular problem at work or believe you have grounds for a claim we can assist.