An employee has the right to make a grievance if they have a problem with their employer or concerns within their employment. Grievances are made by employees for a wide range of reasons – these can be anything from the work they are being assigned to the hours they are being asked to do – but it is an employer’s responsibility to follow the grievance procedure correctly in this event.
Usually, it is recommended that an employee makes an informal grievance before entering a formal grievance – the majority of workplace issues can be resolved in this manner. It is important that employers take the time to discuss the nature of their employees grievance – dismissing a worker’s concerns could have detrimental effects on the business.
After a grievance has been entered by a member of staff, employers have a duty to investigate their concerns promptly without unreasonable delay. A grievance hearing should be arranged as early as possible and this should be:
Held in private.
Heard by a senior member of staff that is not directly involved, wherever possible.
Open to an employee taking a companion in to the meeting.
Be open to discussing an employee’s concerns.
Resolutions have to be determined carefully and employers have an obligation to follow the grievance procedure correctly.
An employee can make a claim at an employment tribunal if their employer does not treat their grievance seriously – let Employment Law Solicitors protect your business from such a costly exercise. Contact our grievance experts today.
MLS Employment Dispute Law Solicitors would strongly recommend that you retain the services of an experienced Employment Law specialist so that you have immediate access to expert advice in a situation like this – our solicitors will be able to offer you a solution so that the optimum results are concluded at a grievance hearing.