A grievance is a complaint about something which has happened at work. It is usually recommended that you raise this informally with your employer first, to see if the issue can be resolved easily.
If your employer does not deal with it satisfactorily, then the next step is to raise a formal grievance.
At Springhouse Solicitors we can guide and represent you if you are experiencing difficulties at work. Our team will discuss your situation with you and explain your options and the best course of action.
What are grievances at work?
A grievance is a significant issue that adversely affects your working life. Examples include:
- Not being paid what you should under the terms of your employment contract;
- Being unfairly discriminated against or harassed;
- Being required to carry out work that is not included in your employment contract;
- Working in unsafe or unhealthy conditions;
- Being bullied;
- Being given a workload that is unreasonable.
How to deal with your grievance at work
Raising a grievance informally
The first step in dealing with a grievance is to raise the issue informally with your employer wherever possible. Initially, this could be by way of a conversation with a manager or someone in HR. This could be a chat or a meeting.
You could also consider speaking to a trade union representative if there is one, or a member of staff who has responsibility for the aspect of your working life that has become a problem, such as health and safety or equality.
You should make sure that you prepare for the informal discussion by putting together as much information as you can about the matter and having suggestions as to how your employer could resolve the issue.
You can ask to bring someone else to the meeting if you wish, such as a colleague or trade union representative.
Your employer should respond in writing to your complaint.
Raising a grievance formally
If the issue is not resolved, the next step is to raise a formal grievance. You should follow your employer’s procedure for this which will usually be set out in your employment contract or in the employee handbook. Otherwise, you should follow the Acas Code of Practice on disciplinary and grievance procedures.
Once you have raised your grievance formally, your employer should investigate the situation and listen fairly to what you have to say.
There are rules as to what your employer may and may not do. For example, they must act fairly and not discipline you because you have raised the grievance.
It is advisable to speak to an employment lawyer before issuing a formal grievance to make sure that this is the best way of addressing the issue. In some circumstances, negotiating an exit agreement from your place of work may be a better solution for you.
At Springhouse Solicitors we deal only with employment law, meaning we have genuine expertise with grievances.
We can help you properly raise a grievance with your employer. We will make sure you follow the right procedures so that you are in the strongest possible position should you end up bringing a claim.
We can step in to negotiate with your employer on your behalf to ensure that your complaint is fairly dealt with and that you achieve an acceptable resolution.
Our specialist employment law solicitors will guide you through the process, fighting your corner at every step, including representing you at a tribunal or negotiating a good exit package.
Expertise for employees
Your rights during employment
- Bullying and harassment
- Disciplinary issues
- Family rights and flexible working
- Working time and holidays