From time to time, a staff member may have an issue at work and raise it with you as a formal grievance. If this arises, you must take the grievance seriously and respond according to a full and fair procedure. If you ignore a grievance or deal with it poorly, you could face an employment tribunal for an employment claim. Hence, this article will explain what you should and should not do as an employer responding to a workplace grievance in England. <\/p>\n\n\n\n
When responding to an employee\u2019s grievance, you must ensure that you follow a full and fair procedure in line with the Acas Code of Practice for disciplinary and grievance procedures.<\/a> Even though you may have your own procedures for responding to grievances, you must ensure it meets the requirements in the Acas one. <\/p>\n\n\n\n After all, if you face an employment tribunal<\/a>, it will consider whether you have:<\/p>\n\n\n\n If you fail to do so, the tribunal can award your employee more compensation than they otherwise would have. <\/p>\n\n\n\n It is also a legal requirement to have a written procedure for dealing with a workplace grievance you share with your employees.<\/p>\n<\/div>\n\n\n\n When you receive a grievance from a staff member, you must reasonably investigate the matter before making any decisions. Investigating the grievance requires you to:<\/p>\n\n\n\n By investigating the workplace grievance, you can make an informed and fair decision about your employee’s concerns. Nevertheless, you must ensure that your investigation is reasonable and appropriate. Otherwise, any decision the investigation leads you to may be unfair.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n\n
Thoroughly Investigate the Grievance<\/h2>\n\n\n\n
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