Protect your business
Workplace Grievances
Managing an employee grievance can be an incredibly time-consuming task. While some complaints may be addressed informally, others may call for a formal procedure. In some cases, grievances may escalate into a disciplinary process or uncover another issue.
No matter the nature of the grievance or degree of support required, we offer a full range of Employment Law and HR services to help you tackle these difficult situations confidently.
Helping you with
A UK grievance specialist that makes light of staff complaints
Helping you with
A UK grievance specialist that makes light of staff complaints
Helping you with
A UK grievance specialist that makes light of staff complaints
Respond to employee grievances the right way and prevent unnecessary strain on management time with our pragmatic Employment Law and HR support.
From setting up a grievance procedure to holding a hearing and managing appeals, we’re here to walk you through the process so that you can resolve issues quickly, compliantly and with minimum disruption to your business.
Ensure best practice with advice from a dedicated team of Employment Law experts
Set out your approach to employee complaints with a robust grievance policy
Save time with bespoke document drafting and expert-created templates
Not confident or time-poor? Let us conduct the investigation, hearing and appeal for you
Protect against claims with our optional, FCA-regulated Legal Expenses Insurance
What is a grievance in the workplace?
What is a grievance in the workplace?
What is a grievance in the workplace?
It's a formal complaint raised by an employee about something they feel is unfair, inappropriate or causing them difficulty at work. This might relate to their treatment by a colleague or manager, working conditions, bullying, discrimination, or how a particular decision or policy has been applied. While some issues can be sorted informally, employees have the right to raise a formal grievance if they feel their concern hasn’t been properly addressed.
Handling grievances fairly and consistently is essential. Not only does it show employees that their concerns are taken seriously, it also helps to reduce conflict, maintain trust, and protect the business from legal risk. Getting support from professionals can help ensure the situation is managed sensitively, thoroughly, and with confidence.
It's a formal complaint raised by an employee about something they feel is unfair, inappropriate or causing them difficulty at work. This might relate to their treatment by a colleague or manager, working conditions, bullying, discrimination, or how a particular decision or policy has been applied. While some issues can be sorted informally, employees have the right to raise a formal grievance if they feel their concern hasn’t been properly addressed.
Handling grievances fairly and consistently is essential. Not only does it show employees that their concerns are taken seriously, it also helps to reduce conflict, maintain trust, and protect the business from legal risk. Getting support from professionals can help ensure the situation is managed sensitively, thoroughly, and with confidence.
How to respond to a grievance raised by an employee
1. Acknowledge the complaint
2. Hold a formal meeting
3. Hold an investigation
4. Put your response in writing
5. Right to appeal
1. Acknowledge the complaint
2. Hold a formal meeting
3. Hold an investigation
4. Put your response in writing
5. Right to appeal
What is the purpose of a grievance policy?
What is the purpose of a grievance policy?
What is the purpose of a grievance policy?
The purpose is to provide a clear, fair process for employees to raise concerns and have them addressed in a timely, structured way. It helps employers respond to issues such as unfair treatment, bullying, discrimination, or disputes over how policies are applied. A well-written policy sets expectations on how grievances should be raised and handled, and it ensures consistency across the business. Following a proper process can also help avoid misunderstandings and reduce the risk of escalation.
For employers, a robust grievance policy is more than just a document – it’s a tool for maintaining positive working relationships, demonstrating procedural fairness, and protecting against legal challenges. When grievances are managed poorly or ignored altogether, they can lead to low morale, increased absence, or even tribunal claims. That’s why it’s often helpful to get professional support when reviewing or applying your policy, especially in complex or sensitive situations. It gives you peace of mind that the process is sound, fair, and handled correctly from start to finish.
The purpose is to provide a clear, fair process for employees to raise concerns and have them addressed in a timely, structured way. It helps employers respond to issues such as unfair treatment, bullying, discrimination, or disputes over how policies are applied. A well-written policy sets expectations on how grievances should be raised and handled, and it ensures consistency across the business. Following a proper process can also help avoid misunderstandings and reduce the risk of escalation.
For employers, a robust grievance policy is more than just a document – it’s a tool for maintaining positive working relationships, demonstrating procedural fairness, and protecting against legal challenges. When grievances are managed poorly or ignored altogether, they can lead to low morale, increased absence, or even tribunal claims. That’s why it’s often helpful to get professional support when reviewing or applying your policy, especially in complex or sensitive situations. It gives you peace of mind that the process is sound, fair, and handled correctly from start to finish.
Our team of employment law specialists and litigation team can guide you through handling staff complaints in a complaint, fair process. Call us for a free consultation.
Explore our fixed-fee Employment Law support
Advice Line
Fast, pragmatic, commercial. Our Employment Law & HR advice line gives you and your managers access to truly unlimited advice on all of your people-related challenges, from the seemingly straightforward to the most complex.
HR matters come with the territory when you run a business or manage an organisation and we’re here to help you through it all. Whether you’re battling absenteeism, struggling to manage an underperforming employee or need help navigating a complicated exercise like redundancy, we can walk you through the steps required to handle the situation appropriately.
Yes. All of our advisers are qualified legal professionals or on the road to formal qualification, which means a full range of employee issues can be dealt with within your dedicated three-person team. In the event that you’re presented with an Employment Tribunal claim, we will conduct a full handover to our Litigation Team so that they are well equipped to defend you.
Why choose us?
We’re experts in emloyer grievances legal support
Why choose us?
We’re experts in emloyer grievances legal support
Why choose us?
We’re experts in emloyer grievances legal support
The WorkNest team is renowned for its exceptional support with employee grievances. We’ve helped hundreds of UK businesses deal with different situations to encourage an amicable, fair resolution. Our complete service provides everything you need.
Your own small team of dedicated experts
Commercial, pragmatic advice tailored to you
Bespoke contracts, policies and handbooks
Trusted by over 35,000 organisations
Recognised as a leading firm by the Legal 500
Transparent advice on expected legal costs
Our Team
Cross-industry expertise, ready to support you
Practical support, made personal
Trusted by employers across the UK
We support over 40,000 UK employers, from small businesses with fewer than 50 employees to well-known household names with large, multi-site workforces.
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Operations Director, Beaverfit
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Paymentsense - Europe largest merchant service provider, CTO
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Waverley Care
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Leeds United Football Club
FAQs
Yes, a grievance can be withdrawn by the complainant at any time.
It’s important to have a grievance procedure, set out in your Employee Handbook, that explains how any workplace complaint should be resolved, whether that be on a formal or an informal basis. A formal procedure will usually involve meeting with the complainant to discuss their grievance in detail, investigating the complaint before giving an outcome. It is also best practice to offer the right of appeal.
This would not be a good idea. If someone has complained about their treatment at the hands of a colleague or manager, ignoring the problem will not make it go away. In fact, it will probably make things worse. If the complaint is not dealt with properly, it could lead to a resignation and then a constructive dismissal claim or, depending on the subject matter, a claim for discrimination.
Acas have set out procedures which should be adopted by all employers when dealing with a disciplinary or grievance issue. It involves investigating any issue, holding a meeting with those involved, providing an outcome and offering the chance to appeal. If an employer fails to comply with the Acas Code of Practice, it can lead to employees receiving uplifts in compensation of up to 25% following a successful claim.
Most companies will have a grievance procedure set out in their Employee Handbook. If not, they should follow the Acas Code of Practice.
Refer to your Employee Handbook (refer to our employee contracts and handbook services) to determine the process you should use. If there is no handbook or procedure, then you should refer to the Acas Code of Practice. If the grievance is against you personally, you should refer it to a colleague to independently investigate.
That will depend on the subject matter of the grievance or how many allegations are made. There is no legal time limit on how long the investigation should take and the Acas Code of Practice says that an investigation should be completed within a reasonable time frame.
Yes. Our Grievance & Disciplinary training course has been designed by HR specialists to give managers and supervisors the skills and confidence needed to manage these essential processes. It can be delivered exclusively to you on site or at a location of your choice.
Yes. We draft pleadings, including any responses to Further and Better Particulars, deal with disclosure of documents and work with potential witnesses to draft statements for agreement and approval.
Yes, a grievance can be withdrawn by the complainant at any time.
This would not be a good idea. If someone has complained about their treatment at the hands of a colleague or manager, ignoring the problem will not make it go away. In fact, it will probably make things worse. If the complaint is not dealt with properly, it could lead to a resignation and then a constructive dismissal claim or, depending on the subject matter, a claim for discrimination.
Most companies will have a grievance procedure set out in their Employee Handbook. If not, they should follow the Acas Code of Practice.
That will depend on the subject matter of the grievance or how many allegations are made. There is no legal time limit on how long the investigation should take and the Acas Code of Practice says that an investigation should be completed within a reasonable time frame.
Yes. We draft pleadings, including any responses to Further and Better Particulars, deal with disclosure of documents and work with potential witnesses to draft statements for agreement and approval.
It’s important to have a grievance procedure, set out in your Employee Handbook, that explains how any workplace complaint should be resolved, whether that be on a formal or an informal basis. A formal procedure will usually involve meeting with the complainant to discuss their grievance in detail, investigating the complaint before giving an outcome. It is also best practice to offer the right of appeal.
Acas have set out procedures which should be adopted by all employers when dealing with a disciplinary or grievance issue. It involves investigating any issue, holding a meeting with those involved, providing an outcome and offering the chance to appeal. If an employer fails to comply with the Acas Code of Practice, it can lead to employees receiving uplifts in compensation of up to 25% following a successful claim.
Refer to your Employee Handbook (refer to our employee contracts and handbook services) to determine the process you should use. If there is no handbook or procedure, then you should refer to the Acas Code of Practice. If the grievance is against you personally, you should refer it to a colleague to independently investigate.
Yes. Our Grievance & Disciplinary training course has been designed by HR specialists to give managers and supervisors the skills and confidence needed to manage these essential processes. It can be delivered exclusively to you on site or at a location of your choice.
