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\n This guide will help you to understand your corporate governance responsibilities as a director, including the decision-making processes<\/p>\n <\/div>\n \n\nDownload Now<\/a> <\/section>\n <\/div>\n\n\n\n\n Attempts to resolve your employee\u2019s grievance through informal processes may not always work. Therefore, you are legally required to have a grievance policy procedure in place, and you need to have a procedure or policy for your employees to raise their complaints or problems with you formally. <\/p>\n\n\n\n Sometimes, your employees will not want to take an informal route for their grievances. However, some situations may be too severe not to follow a formal grievance procedure or policy, for example, where the grievance relates to sexual harassment or a whistleblowing issue.<\/p>\n<\/div>\n\n\n\n The law requires you to have your grievance procedure presented in writing and shared with all of your employees. You should refer to such procedures in your employees\u2019 statements of employment particulars. Nevertheless, you should contain the full procedure in your:<\/p>\n\n\n\n Where you place your grievance policy in your employee\u2019s employment contracts, you must ensure that you carefully follow it when dealing with a grievance. If you do not, your employee could have a breach of contract claim against you.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\nWhy Have a Grievance Policy?<\/h2>\n\n\n\n
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As an employer, you must have a grievance policy in place, but if you do not, you must follow the Acas Code of Practice on disciplinary and grievance procedures<\/a>.<\/p>\n<\/div>\n\n\n\n Your grievance policy must:<\/p>\n\n\n\n\n