Employee Grievance - what do I do?

As a small business owner, managing employee grievances can feel daunting, but handling them effectively and within the law is crucial. Here’s a simple guide to help you navigate this process while ensuring compliance with UK employment law.

1. Listen First

When an employee raises a grievance, your first step is to listen carefully. Whether it’s a verbal or written complaint, allow them to explain their concerns fully. Acknowledging the issue early can often prevent it from escalating.

2. Grievance Procedure

You should have a grievance procedure in place that is clear and follows the ACAS Code of Practice. This is a legal requirement and ensures fairness. If you don’t have one yet, create one immediately—it doesn’t have to be complex but should cover:

• How to raise a grievance (e.g., in writing)

• Timeframes for responding

• Steps for an informal resolution (if possible)

If you don’t know where to start with a procedure, contact us to write one for you.

3. Investigate the Grievance

Once the grievance is formally lodged, conduct an impartial investigation:

• Assign a neutral party to investigate, where possible.

• Gather evidence, speak to relevant staff, and keep detailed notes.

This shows you are taking the issue seriously and allows you to make informed decisions.

4. Meet to Discuss the Issue

Hold a grievance meeting with the employee. In this meeting:

• Encourage them to explain their concerns clearly.

• Let them bring a colleague or trade union representative if they wish.

• Make sure you give them time to prepare.

5. Make a Decision

After the meeting, take time to assess the evidence and the situation carefully. Then, communicate your decision in writing. Make sure to include:

• The findings of your investigation.

• Any action you will take to resolve the issue.

If they are unhappy with the outcome, offer a right to appeal. This is an important part of the process and a legal requirement.

6. Follow Up

Even after the grievance is resolved, it’s important to follow up. Make sure the solution is working and that the workplace atmosphere remains positive. This can prevent future grievances from arising.

Key Considerations for Legal Compliance:

• ACAS Code of Practice: Always follow this, as failure to do so could lead to higher compensation awards in any future tribunal.

• Keep records: Document all stages of the grievance process.

• Fair treatment: Ensure fairness, impartiality, and respect throughout the process.

Handling grievances properly can prevent further disruption and protect your business from legal risks. By following these steps, you’ll be well-prepared to address any issues that arise in your workplace while ensuring compliance with UK employment law.

If you are looking for someone to handle your grievance or carry out an impartial investigation, please do get in touch.