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Grievance

 
 
 
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Introduction
 
Grievance key points

  • The ACAS Code of Practice on Disciplinary and Grievance Procedures provides statutory guidance to employers on how they should correctly handle discipline, unsatisfactory performance and grievances.
  • Employers are required to give all staff whose employment is to continue for one month or more, a written statement of particulars containing key terms of employment. This must be provided within the first two months of employment.
  • Where an employer has failed to provide an employee with a written statement of employment particulars (or if the statement is found to be incomplete or inaccurate) the tribunal is required to make an award of compensation.
  • The ACAS Code of Practice on Disciplinary and Grievance Procedures states that grievances are "concerns, problems or complaints that employees raise with their employers".
  • All employers should have a grievance procedure. This should be kept up to date and communicated to all staff. Employers should also ensure that managers are trained in the application of the procedure.
  • Grievances can often be resolved informally, through face-to-face discussion between the employee and his or her line manager or supervisor, without the parties having to resort to a formal grievance procedure.
  • The ACAS Code of Practice outlines keys to handling grievances in the workplace. The Code is not legally binding and so a failure to follow its recommendations will not make the employer liable to legal proceedings. Employment tribunals will, however, take the provisions of the Code into account where relevant.
  • All workers have a statutory right to be accompanied by a fellow worker or trade union official where they are required, or invited, by their employer to attend any formal disciplinary or grievance hearing.
 
 
 
Keywords:
Grievance, Right to be accompanied
 

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Grievance policies and documents