10 Top Tips for Managing a Grievance

blog-publish-date

16 Feb 2018

blog-read-duration

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

 

Add this infographic to your website by copying and pasting the following embed code:

<div style="clear:both"><a href="https://croner.co.uk/media/1877/Top-10-Grievance-Tips.pdf"><img src="https://croner.co.uk/media/1876/Top-10-Grievance-Tips.jpg" title="Managing a Grievance" alt=" Managing a Grievance" border="0"></a></div><div>Courtesy of: <a href="https://croner.co.uk/">Croner</a>.</div>

Top 10 Tips for Managing a Grievance

  1. The informal route: When the complaint is made ensure line managers speak to the employee and look for a solution.
  2. Ask the right questions: Start by exploring what outcome an employee wants. This focusses on working towards a solution.
  3. Moving to the formal route: If you can’t resolve the issue the employee must put it in writing to take it forward.
  4. Seek advice: You must comply with the ACAS code of practice on disciplinary and grievance procedures.
  5. 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.
  6. Establish the facts: Carry out a full investigation and collect all relevant evidence and speak with other employees.
  7. Grievance interviews: Invite the employee who raised the grievance to a meeting. They can be accompanied.
  8. Keep records: Every step must be in writing, including meetings invites and decisions made. Always minute every meeting.
  9. Communicate: The employee should be made aware of the process to be undertaken and must be informed of the outcome in writing.
  10. 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

Free to Download Employer Resources

  • Bribery Risk Assessment Form

    FREE DOWNLOAD

    Bribery Risk Assessment Form

    Read more
  • The Good Work Plan 2020

    FREE DOWNLOAD

    The Good Work Plan 2020

    Read more
  • Expert View - Non-Compliant Contract

    FREE DOWNLOAD

    Expert View - Non-Compliant Contract

    Read more
  • BLOG

    Case Law Update - When Immigration & ...

    The Employment Appeal Tribunal has held that an organisation was wrong to comple...

    Read more
  • BLOG

    Top Five Cases of 2019

    2019 has been a turbulent year for employment law. Here are the top 5 key cases...

    Read more
  • BLOG

    Case Law Update: Gray v Mulberry Comp...

    The Court of Appeal has upheld earlier decisions that an employee’s belief in th...

    Read more
  • REC

    CASE STUDY

    REC

    The events are brilliant. Amanda Chadwick, one of the expert speakers, is a very

    Read more
  • Grantley Hall

    CASE STUDY

    Grantley Hall

    Whenever we have a sensitive issue - sometimes involving individuals with protec

    Read more
  • Lady Heyes Holiday Park

    CASE STUDY

    Lady Heyes Holiday Park

    Overall it's definitely had a noticeable impact on the business and how I perfor

    Read more

Do you have any questions?

Get a free callback from one of our regional experts today