Having a problem at work can be stressful, particularly when you feel that your concerns are not being listened to or taken seriously. If you have tried to resolve an issue informally and have not been able to do so, raising a formal grievance may be the next step.
A grievance is a formal complaint to your employer about something that has happened at work. This could include concerns about bullying or harassment, discrimination, pay, working conditions, management decisions or the way you have been treated.
When Should You Raise A Grievance?
Where appropriate, it can be helpful to try to resolve a workplace issue informally first. Sometimes, however, this is not possible or appropriate, particularly if the situation is serious or an informal approach has not resolved the problem.
Before raising a formal grievance, it is a good idea to check your employer’s grievance policy. This should explain how to raise a grievance and who you should send it to.
How Do You Raise A Formal Grievance?
A formal grievance should normally be made in writing, either by letter or email.
You do not need to use complicated legal language. The most important thing is to explain your concerns clearly and calmly. You should usually include:
- What has happened and when.
- Who was involved.
- Any evidence that supports your concerns, such as emails, messages or other documents.
- How the situation has affected you.
- What you would like your employer to do to resolve the issue.
Try to keep your grievance focused on the key issues and relevant facts. A clear and well-organised grievance can help your employer understand what has happened and investigate your concerns properly.
If your grievance relates to your manager, you should check your employer’s policy to see whether it can be raised with someone else, such as another manager or a member of HR.
What Happens After You Raise A Grievance?
Once you have submitted your grievance, your employer will usually arrange a meeting with you to discuss your concerns. This gives you the opportunity to explain what has happened, provide any relevant evidence and answer questions.
Your employer may then investigate the matter before deciding what action should be taken.
You should receive the outcome of your grievance in writing. You may also have the right to be accompanied at a formal grievance meeting by a colleague or trade union representative.
What If You Are Unhappy With The Outcome?
If your grievance is not upheld, or you are unhappy with the outcome, you may have the right to appeal.
If you believe that important evidence has been overlooked, the investigation was not thorough, or your concerns have not been properly addressed, you may wish to consider an appeal.
When Should You Get Legal Advice?
Raising a grievance can feel daunting, particularly when the issue involves your manager or employer. You do not have to deal with a serious workplace dispute on your own.
Lincs Law provide bespoke Employment Law advice. We are happy to have an initial conversation with you to learn of your Employment Law concerns and, thereafter, we offer an initial Fixed Fee Consultation; https://lincslaw.co.uk/fees/employees/
If you would like to Contact Us, please email us at ContactUs@lincslaw.com or telephone 01522 440512.
Lucy Stones
Employment Law Solicitor
Lincs Law
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