Handling an employee grievance correctly can mean the difference between a successful resolution and it escalating to an employment tribunal.
You should have a clear grievance procedure in place, which must be easily accessible for all employees and be part of your employee handbook and their employment contract.
Managing a Grievance – The Stats
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Top 10 Tips for Managing a Grievance
- The informal route: When the complaint is made ensure line managers speak to the employee and look for a solution.
- Ask the right questions: Start by exploring what outcome an employee wants. This focusses on working towards a solution.
- Moving to the formal route: If you can’t resolve the issue the employee must put it in writing to take it forward.
- Seek advice: You must comply with the ACAS code of practice on disciplinary and grievance procedures.
- Representing your company: The employee’s manager is the most appropriate person. If it’s about the manager then another manager or HR should take it.
- Establish the facts: Carry out a full investigation and collect all relevant evidence and speak with other employees.
- Grievance interviews: Invite any employee who the grievance is against to a meeting. They can be accompanied if they maybe disciplined.
- Keep records: Every step must be in writing, including meetings invites and decisions made. Always minute every meeting.
- Communicate: All parties must be made aware of what happens at each stage of the process, along with the outcome of any decision.
- Prepare for an appeal: If a grievance is rejected or partially rejected the employee can appeal. It should be heard by another manager.
If your business requires support and advice with a case of harassment contact 0808 145 3490