Please note that the lodging of a grievance does NOT stop the clock ticking for important time limits, like commencing the tribunal process for unfair dismissal, discrimination claims or failure to pay a bonus. You want the grievance to cite your frustrations and highlight your ill treatment without crossing the line into a “slanging match.” Even if you take issue with a particular individual or the way the business is run, try to be as diplomatic as possible whilst putting your point across. be wary of becoming too emotive or inflammatory.make reference, if relevant, to how your employer’s actions have affected your health.explain why you consider any process (for example, in relation to redundancy or a performance improvement plan) is unfair, for example, unrealistic timeframes to improve, bogus allegations, no sufficient training or support.Whilst it is appropriate to refer to past events where appropriate in discussing the background and any underlying issues which have been building, it is important to highlight why you are raising the grievance now. This should be with particular reference to relevant facts, including dates, times, parties to any discussions and reference to any relevant documentation. set out the circumstances in chronological order (for example, bullying, or discrimination), which has led you to write the grievance.start by setting out that you would like to lodge a formal grievance.The grievance should set out in as much detail as possible why you are dissatisfied. In the absence of a policy, you should simply lodge the grievance in any event with your manager and/or HR. The policy may provide that you should copy your grievance to HR, or only send it to the HR officer. This will usually provide that the grievance should be submitted to your line manager (or a more senior manager if the grievance relates to your line manager). If the complaint against your employer cannot be resolved informally, you should raise a formal written grievance without unreasonable delay in accordance with your employer’s grievance policy. If you can show that it would have made no difference, because the relationship had broken down beyond repair, then there may be a lesser percentage reduction, or none at all. It does mean any damages you are awarded at tribunal can be reduced by up to 25% if the tribunal believe that the dispute could have been avoided. You don’t have to lodge a formal grievance, and a failure to do so does not prevent you from bringing a tribunal claim. It can also act as a springboard for a negotiated settlement (see below). ![]() This can often stop such further action by your employer in its tracks whilst your grievance is being investigated, and may frustrate your employer’s ability to proceed in the way they had originally intended. Whether you are in the midst of a redundancy process, facing poor performance allegations or suspect you are about to be dismissed on other grounds, the grievance process allows you to formally set out your complaints before your employer takes further action. The timing of lodging a grievance is crucial. The lodging of a grievance enables you to protect your position by putting down a “marker” of why you are not happy. You would usually be expected to lodge a grievance before claiming constructive dismissal, otherwise any damages you are awarded at an employment tribunal could be reduced. Your grievance at work could relate to just about anything, whether regarding working conditions, pay, failure of process, or any aspect of how your employer is treating you.Ī grievance can be made at any time- even in response to disciplinary, redundancy or performance process against you if you consider your employers actions to be unfair, or unwarranted. ![]() Please feel free to use the contact form or call us on 020 7100 5256Ĭlick here to access our directory on all your employment rights.Įmployment law- grievance at work What is a grievance?Ī grievance is any concern, problem or complaint that you may wish to raise with your employer. We have very high success rates and will explore all options with you, including whether a negotiated exit is the best way forward. We are one of the best known and leading specialist employment law firms in the UK, acting only for employees and senior executives. At Landau Law, we have advised on thousands of issues surrounding grievances at work.
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