A formal grievance can be raised if an employee has elevated an issue to their line manager, which has not been solved to their satisfaction.
You should have a formal grievance procedure documented within your company handbook to ensure all grievances are dealt with consistently.
Failure to deal with a grievance effectively or adequately can lead to an employee bringing a claim for constructive dismissal. It is essential that you have a strong policy and an understanding of how to deal with grievance in order to prevent claims.
Agility offers a flexible approach to helping clients deal with grievance issues and manage the grievance procedure process; we can work from a distance or deal with issues on site. Ultimately, we will tailor our advice and support to your needs.
Areas to consider during a grievance procedure:
- Employees who raise a grievance must feel comfortable. It is important that all grievance meetings are held in private and ideally with a manager who is not implicated in the grievance itself, as this will encourage fluid communication, which is key
- A proactive approach – it is vitally important that management are seen to take grievance issues seriously, otherwise a negative outcome is inevitable, whatever the decision