Grievance Procedure

A formal approach that is followed when a complaint is made by an employee to an employer about a workplace situation. If the grievance can be resolved satisfactorily to all parties in an informal manner, such as through a discussion, then this would usually be considered the most appropriate way of handling the issue. If, however, it is inappropriate to, or cannot, be resolved informally, then a formal procedure would need to be followed.

It is a legal requirement for employers to have a grievance procedure and it must be made available, in writing, to all employees. “It must include:
• who the employee should contact about a grievance
• how to contact this person

It should also:
• say that if the problem can't be resolved informally, there will be a meeting with the employee, called a grievance hearing
• set out time limits for each stage of the process
• identify who to contact if the normal contact person is involved in the grievance
• explain how to appeal a grievance decision
• state that employees can be accompanied in any meetings by a colleague or union representative
• outline what happens if a grievance is raised during disciplinary action”.
(‘Handling an employee's grievance', UK Government, https://www.gov.uk/handling-employee-grievance/grievance-procedure, accessed 20th May 2021)