Grievance Procedures for Microsoft Partner

Why you need a Grievance Procedure

If an employee has issued a formal grievance at work, it must be handled with sensitivity and professionalism. There are strict rules and responsibilities that have been created through government acts and recommendations from ACAS. Failing to meet these standards can expose a business to unnecessary stress and risk.

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What is a Grievance Procedure?

A grievance procedure outlines how formal and informal grievances will be dealt with in a company. It will include information on how an employee may make a grievance, how a line manager will conduct an investigation and even the structure of a meeting. All of this aims to provide a sense of structure and stability in what can be a very difficult situation. Our experienced and compassionate employment lawyers are here to help with creating and implementing effective grievance procedures.

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Frequently Asked Questions

Q: What is the difference between a disciplinary and grievance procedure?

A: A grievance at work is where the employee has a complaint about a work-related issue. On the other side, a disciplinary is when an employer needs to confront any misconduct from their employees.

Q: When does an employer have to respond to a grievance?

A: All the time! Whether a grievance is raised formally or informally, an employer should take it seriously. This benefit’s all parties. The employer never wants to be in a position where the employee feels their grievance was ignored. If left unchecked, this could lead to a discrimination claim or constructive dismissal. That’s a risk no employer should take.

Q: What happens if an employer doesn’t follow a Grievance Procedure?

A: The employee could argue that because the employer has not followed a fair and reasonable procedure, they have been treated unfairly. Employees damages they receive in a court case can be increased by up to 25% if the employer did not follow guidance set by ACAS.

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