EMPLOYMENT

EMPLOYEE GRIEVANCE ADVICE



Employment grievances

Raising a grievance

Most employers will have their own grievance rules in a policy or staff handbook. If there is a policy, both employer and employee should follow the process.

For employers, it is important to periodically check that any policy you have complies with the latest ACAS Guidelines. If necessary, revise your policy. We can advise and help with this if you get in contact.

Risks for Employee raising a grievance

Employees often face a dilemma. Raising a grievance, whether informally or formally, carries the risk of damaging the relationship with any colleagues you may complain about or with the employer. If your grievance is not resolved to your satisfaction, it is common to feel that trust and confidence with the employer has been irretrievably damaged.

In addition to the risks of your grievance not being upheld, sometimes grievances can result in counter grievances by other employees. Starting a grievance process can result in a disciplinary process against the employee raising the grievance.  Grievances do quite commonly result in the employee leaving employment, sometimes after signing a settlement agreement.and/or lead to Employment Tribunal Claims for discrimination and/or constructive dismissal or unfair dismissal.

We discuss with employee clients and advise on the pros and cons and underlying legal issues and risks of raising a workplace grievance and if so, whether to do so informally or formally.

Grievance process and outcome

Key things to note and be aware of include :-

Solicitors to advise on employment grievances

We have a number of specialist employment lawyers, based in locations throughout England & Wales. We advise both employers and employees. Please do get in contact to discuss how we can help you.




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