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10 Top Tips for Managing a Grievance

By Matthew Reymes Cole
16 Feb 2018
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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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<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

About the Author

Matthew Reymes-Cole

Matt joined Croner in 2007 as an employment law consultant and has advised clients of all sizes on all aspects of employment law. He has worked within management positions since 2017 and currently overseas a team within the litigation department, whilst continuing to support a number of clients directly.

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