Disciplinary, Dismissal & Grievance Procedures

Guidance for employers

Chapter 2: Grievance procedures

A grievance is defined as some action that the employer or a colleague has taken or proposes to take which affects him or her, and which the employee considers has been taken for some reason that is not connected with the way he or she is doing the job. Employees should be encouraged to raise these issues informally. This may solve the problem quickly, and protect good working relations. However, if this informal approach does not work, then the employee must formally raise the grievance. You are required to participate in the following procedure.

Your employee cannot take you to an employment tribunal unless he or she has written to you about the grievance and waited 28 days (although there are some exceptions to this). The 28 day period is to allow you to respond but you should not wait that long if you can help it. If you fail to complete your side of the procedures, any award made in a tribunal case could be increased by 10% and maybe up to 50%. But if the employee starts the procedures but doesn’t complete them, his or her award could be reduced by 10% and maybe up to 50%. If there is no award, there is no additional penalty.

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