Grievances Policies and Procedures

Policies and Procedures for Grievances

As with disciplinaries, grievancies provide an employee with an opportunity to share their grievance in a structured manner.

The company procedure must be widely known to both employees and employers.

Not every grievance is required to be addressed formally.

A faster and more informal route for employees to raise grievances is that of their line manager.

For small and day-to-day matters a simple and open conversation direct with their manager can provide a workable remedy.

However, not all grievances are, or are perceived to be, small. In addition, an employee may not wish to share directly with their line manager particularly if their line manager is part of the grievance.

When an informal approach is not suitable, the formal grievance procedure should be pursued.

Following a formal grievance procedure

The HR function must take responsibility for ensuring employees are aware of the company procedure for handling grievances.

This includes but is not restricted to:

- Employees should also be aware of the formal route open to them, including:

- The statutory 3 stage process

- The company grievance procedure

- Where guidance and support can be received

- How long the grievance procedure can be expected to take to complete

Further practical guidance can be found at Grievance Training Courses