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STEP BY STEP GUIDE TO RAISING A GRIEVANCE

Having problems at work can be stressful which is why we have created this step by step guide to raising a grievance. Whether that is an issue with your pay, changes in the workplace, bullying and harassment, your working environment, terms and conditions, health and safety, your relationship with your manager/colleagues or perhaps you feel you are being singled out on the basis of a protected characteristic. Whatever the issue – follow our step by step grievance guide to get your workplace issues resolved.

1. INFORMAL APPROACH

Try to deal with the issue informally. You could speak to your manager or the colleague that the issue relates to in an attempt to get the problem sorted without going through a formal process.

2. GRIEVANCE PROCESS

If you have been unable to resolve your issues informally you may need to raise a formal grievance. Check your employee handbook for your employer’s procedure or request a copy.

3. GRIEVANCE LETTER

Set out your grievance in writing. This should include details of the issues and dates when it occurred. Stick to the facts and don’t be abusive or insulting. You should raise your grievance without unreasonable delay.

4. INVITE TO A MEETING

You should be invited into a meeting to discuss your grievance without unreasonable delay. Where possible, if the grievance is against a manager, a different manager should hold the meeting.

5. PREP FOR THE MEETING

Prior to the meeting think about what you want to say. It would be a good idea to write down all the points you want to cover. Take copies of all evidence that you want to rely upon such as emails, notes, photos etc. Decide how you would like your grievance to be resolved.

6. RIGHT TO BE ACCOMPANIED

You have the statutory right to be accompanied by a fellow worker, an official workplace trade union representative or an official employed by a trade union. If you want someone else to attend then you need to ask your employer for permission which they do not need to agree to.

7. DATE OF THE GRIEVANCE MEETING

You and your companion should make every effort to attend the meeting. If your companion cannot make the date you can suggest an alternative time and date so long as it is reasonable and not more than 5 working days after the original hearing date.

8. DURING THE MEETING

During the meeting you should set out your grievance and what resolution you are looking for. Your employer may adjourn the hearing to complete further investigations such as speaking to witnesses, checking documents or emails.

9. OUTCOME TO THE MEETING

You should receive an outcome in writing that includes what, if any, action should be taken. If it is not upheld it should be explained what the reasons for this are. This should be sent without unreasonable delay. You can appeal if you are dissatisfied with the outcome.

10. APPEAL PROCESS

If you are unhappy with the outcome you can appeal it. Follow your grievance procedure to do this. This should be, where possible, to a different manager. You should set your appeal out in writing and send this without unreasonable delay and within the timeframes set out in the grievance procedure.

11. APPEAL MEETING

Like the grievance meeting, you should be invited to attend the meeting and be given the right to be accompanied. This can be the same person as you have previously used. You should set out your grounds of appeal during this meeting and confirm what outcome you are hoping to achieve.

12. APPEAL OUTCOME & NEXT STEPS

You should receive the outcome of the appeal in writing without unreasonable delay. This is usually the last step in an internal process and is the end of our guide to raising a grievance. If the appeal does not resolve your grievance you should take advice about your next steps as you could have a claim.

STEP BY STEP GUIDE TO RAISING A GRIEVANCE

You don’t need to deal with grievances on your own, use our step by step guide to raising a grievance to help you manage each stage of the process. It is often a good idea to get a solicitor to discuss the issues that you are having as early as possible so that you put your best foot forward in your letters to your employer. Get honest advice sooner rather than later.

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