Raising a grievance procedure at work

During our working lives many of us will encounter difficulties at work. Most workplace disputes are relatively minor and can be resolved informally. Some, however, can't and in those situations an employee can formalise their complaint through a grievance

Formal grievances can be a stressful process and employees can feel isolated or vilified for raising complaints. There is also often a concern that the employer will not give the complaint fair and proper consideration or will 'sweep the matter under the carpet'.

However, a regime is in place to ensure complaints are dealt with fairly, consistently and promptly. The Code of Practice, drafted by Acas outlines the steps that employees and employers should follow in any grievance process and provides guidance on the way those proceedings should be handled.

Written Grievance

If you wish to formally raise a grievance you should set out the details of your complaint in writing, providing sufficient detail to enable appropriate investigation. The grievance should be provided to a manager who is not the subject of your complaint.

All subsequent steps in the process, outlined below, should be undertaken without unreasonable delay by either party:

Grievance Meeting: Following receipt of your grievance, your employer should arrange a formal meeting. You should make every effort to attend and be allowed to explain your complaint and how you believe it should be resolved.

If your employer then decides further investigation is required, it may adjourn the meeting to conduct those additional enquiries.

Right to be accompanied: If your complaint is about a duty owed to you by your employer you have a right to be accompanied at the grievance meeting by a trade union representative or colleague. This right to be accompanied will apply in the vast majority of cases.