📅 Thursday Blog

Handling Employee Grievances Correctly: Reducing Risk and Building Trust

 

 

 

Employee grievances are a normal part of running a business, but how they are handled can significantly affect workplace relationships and legal risk.

What Is a Grievance?

A grievance is a formal complaint raised by an employee about workplace issues such as:

• Working conditions

• Treatment by colleagues or managers

• Pay or contractual concerns

• Discrimination or harassment

Legal Expectations

While there is no strict legal procedure, following best-practice guidance from ACAS is strongly recommended.

This includes:

• Investigating concerns fairly

• Holding a grievance meeting

• Allowing the right to be accompanied

• Providing a written outcome

• Offering the right of appeal

Why Process Matters

Poor grievance handling can lead to:

• Tribunal claims

• Damaged morale

• Loss of trust

• Increased absence and turnover

A fair process demonstrates professionalism and reduces legal exposure.

Keeping Matters Proportionate

Not every issue needs a formal grievance. Minor concerns can often be resolved informally through discussion. Serious matters should always follow a formal process.

Matthew’s View – Matthew Chilcott, Owner, Consensus HR

“Handling grievances properly protects both the employee and the employer. A clear, fair process not only reduces risk but also helps maintain trust in the workplace.”

Consensus HR supports businesses with grievance procedures, investigations, hearings, and legally compliant documentation.