When you receive a complaint from an employee confirm receipt of it and speak to them to confirm if they want to follow a formal or informal process. Failing to acknowledge the complaint at all and brushing it off could lead you into hot water.

launching into a formal process can be counter productive. Always explore an informal route which may prove to be much more effective.

Don’t by-pass your own internal processes! As soon as you instigate a formal process pull out your grievance procedure and ensure you follow it to the letter.

All details of the grievance must remain confidential so don’t be tempted to share any details with anybody other than those involved in the process and even then, you must only share the necessary details and ensure that the employee understand the confidential nature of the information.

A proper investigation is a key part of any grievance process so don’t make any assumptions or snap judgements until you have established all the facts.

Explain to an employee how you have reached your final decision so that they feel that their views have been considered. Avoid short statements such as “I have decided not to uphold your grievance” and provide more detailed responses to explain your findings.

Make sure that whoever is involved in the grievance has appropriate training, without it you will inevitably end up with appeals relating to fairness or worse, an Employment Tribunal claim.

For help managing grievances in your business get in touch with us today.