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

Disciplinary and Grievance Procedures

Procedures for Disciplinaries and Grievances


As an organisation you should ensure you have a clear process for dealing with grievances and disciplinary issues.


Disciplinary and grievance procedures need to ensure that all employees receive equal treatment and that the employer follows necessary legal requirements.




Disciplinary procedures provide:


Clarity of performance standards and required conduct


A framework for identifying potential barriers to achieving the required standard


A clear process for agreeing action points with employees


A pre-emptive solution to employment tribunals


A useful and tangible body of evidence should an employment tribunal go ahead




Grievance procedures provide:


A signposted route for employees to solve issues they may not be able to address elsewhere


A process for establishing remedies to complaints


The current statutory disciplinary, dismissal and grievance procedures



The statutory requirements provide for:


- 3 stages of procedures to be followed


- Any non-adherence to the statutory requirement can result in ‘unfair dismissal’


- The cost of compensation for a lack of adherence will be higher should it be proven



For further guidance on disciplinaries and grievances go to disciplinary and grievance training courses