Grievance in the workplace

Perfect HR exists to help Business Owners, Directors and Employers with matters of employment law.
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By law, as an owner or director of a business, you must make sure you follow the Acas Code of Practice on Disciplinary and Grievance Procedures which defines your responsibilities.

We are here to help, guide and assist you all the way to make sure you get a positive outcome in any dispute… even if the Grievance is against a senior manager or yourself.

What is a Grievance at work?

This is where an employee informs you that they that have an issue with someone or something in the workplace.

Do you have an issue with a Grievance at work?

Are you having to arrange a grievance meeting with your employees? Call Perfect HR now on 1010101*** and speak to our experts. We can help you with all types of Grievance at work. We will ensure you follow the Acas Code of Practice on Disciplinary Grievance procedures. This is so important for any business when receiving a formal Grievance complaint at work.

The Acas Code of Practice on Grievance Procedures states that whenever a disciplinary or grievance process is being followed it is important to deal with issues fairly.

There are several elements to this

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Employers and employees should raise and deal with issues of Grievances promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions.

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Employers and employees should act consistently.

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Employers should carry out any necessary investigations, to establish the facts of the case, without unreasonable delay.

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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.

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Employers should allow employees to be accompanied to any formal disciplinary or grievance meeting.

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In misconduct cases, where practicable, different people should carry out the investigation and disciplinary hearing.

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

 

Take advantage of Perfect HR’s Free Service

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 and can be actioned immediately. We make sure you follow all aspects of the ACAS code of practice.

This advice is free of charge which will help you solve your issue with a lot less stress. It will also save you time and 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.

Get in contact with Perfect HR today

We are here and ready to offer you free, no-obligation advice based on the Acas Code of Practice. Call now on 1010101*** or email info@perfecthr.co.uk and get the help you require.  

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 we provide on Formal Grievance, Informal Grievance, Grievance Meetings is fully compliant with UK employment law.

Contact us

Phone

 07702 478414

Email

enquiries@perfecthr.co.uk

 
Perfect HR is the trading name of Perfect HR Services Limited 
company no. 121397762 . vat no. 331 0553 47

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