Up to date Employment law advice for Business Owners, Directors and Employers only in regard to a Grievance in the work place based on the Acas Code of Practice. Perfect HR is here to help.

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What is a Grievance at work:

This is where an employee informs you that that have an issue with someone or something in the workplace. The information below will help you understand what is required by Acas code on Grievance which in turn will help you solve this issue

Do you have an issue with a Grievance at work? Are you having to arrange a grievance meeting with your employees? what to do if you are handed a workplace Grievance.  Call “Perfect HR” NOW and speak to our experts as we can help you with all types of Grievance at work. We make sure you follow the Acas Grievance procedure. This is so important for any business when receiving a formal Grievance complaint at work.

You must follow the Acas Grievance code of practice on Disciplinary and Grievances such as: – Fairness and transparency are promoted by developing and using rules and procedures for handling disciplinary and grievance situations. The Labour Relations Agency (LRA) code came effective in April 2011. Failure to not meet the set code with the minimum standards could result in a higher award with it went to tribunal you must have a Grievance procedure in place so as all staff are aware for your full Acas grievance procedure. You have a Informal Grievance Procedure, Formal Grievance Procedure. Its not easy to deal with a Grievance Complaint as there may be two or more parties involved.

Acas Grievance Procedure states whenever a disciplinary or grievance process is being followed it is important to deal with issues fairly. There are several elements to the Acas Disciplinary and Grievance Code: –  

  • Employers and employees regarding Grievances should raise and deal with issues promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions.
  • Employers and employees should act consistently.
  • Employers should carry out any necessary investigations, to establish the facts of the case.
  • Employers should inform employees of the basis of the problem and give them an opportunity to put their case in response before any decisions are made.
  • Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting.
  • Employers should allow an employee to appeal against any formal decision made.
  • Employers must carry out necessary investigations of potential disciplinary matters without unreasonable delay.
  • In misconduct cases, where practicable, different people should carry out the investigation and disciplinary hearing.

Under the Rules of Acas Grievance procedure an Employer can suspend an employee while the investigation takes place, the employee must be paid full.

Grievance at work can be a very complex issue as the Employer you must establish the facts of each case. Once that has been carried out you them must invite the employee into a meeting in writing to inform the Employee of the outcome

Just Remember the Acas Disciplinary and Grievance at work Procedure:

  • Establish the facts of each case
  • Hold a meeting with the employee to discuss the problem
  • Allow the employee to be accompanied at the meeting
  • Decide on appropriate action
  • Provide employees with an opportunity to appeal

Keys to handling grievances in the workplace

  • Let the employer know the nature of the grievance
  • Allow the employee to take the grievance further if not resolved

Overlapping Grievance and Disciplinary cases:

Where an employee raises a grievance during a disciplinary process the disciplinary process may be suspended in-order to deal with the grievance. Where the grievance and disciplinary cases are related it may be   appropriate to deal with both issues concurrently.

Collective Grievances:

The provisions of this Code do not apply to grievances raised on behalf of two or more employees by a representative of a recognised trade union or other appropriate workplace representative. These grievances should be handled in accordance with the organisation’s collective grievance process.

If you are facing a grievance, disciplinary or any other issue, we will give you the advice you require to help solve your problem, the advice is up to date, for you to action immediately. We make sure you follow all aspects of the ACAS code of practice.

The advice to you if free of charge, which will help you solve your issue with a lot less stress, it will also save you time, money, you’ll also be given an opportunity to sign up on a short term contract with Perfect HR, which will help you in the future, giving you peace of mind that you can cope with any issue an employee puts in front of you.

We are here and ready to offer you the free advice based on the Acas code of practice. Call now on 0111********-and get the help you require.  

Why does the Acas Code of Practice matter so much

As the business director, owner, or an employer, by law you must make sure you follow the Acas Code of Practice on Disciplinary and Grievance which defines your responsibilities.

We are here to help, guide and assist you all the way to making sure you get a positive outcome to any dispute. Even if the Grievance is against your manager or yourself.

Perfect HR is here to help you with all types of formal grievance you may come across. We always follow the Acas Disciplinary and Grievance Procedure.

All the information on Formal Grievance, Informal Grievance, Grievance meetings makes you fully compliant with any Grievance Procedure

Whenever you require help solve your employment issues, for employers only call Perfect HR on )1010101*** which is always Perfect for you.

Perfect HR can help further

Perfect HR offer advice free of charge, giving you peace of mind that you can cope with any issue an employee puts in front of you.

We are here and ready to help. Call now on 0111******** or email info@perfecthr.co.uk.

Contact us

Phone

03337 721 029 / 07702 478414

Email

enquiries@perfecthr.co.uk

 
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