In any business it is important to have a good grievance procedure as it allows employers the opportunity to resolve workplace issues early, saving them from the breakdown of employment relationships and, ultimately, tribunal claims.
Read our top ten key steps to conducting a fair grievance meeting/hearing:
- Decide whether the grievance can be resolved informally or if the formal grievance procedure should be used.
- Make sure you comply with both the terms of your company’s grievance procedure and the ACAS code of practice on disciplinary and grievance procedures.
- Appoint an appropriate manager to deal with the employee’s grievance.
- Carry out a full investigation into the grievance and obtain all relevant evidence. Send the evidence to the employee in advance of the grievance meeting.
- Invite the employee to the grievance meeting and remind them of their statutory right to be accompanied by a colleague or trade union representative.
- Ensure that someone who is not involved in the case is appointed to take notes on the proceedings.
- Allow the employee to explain the details of their grievance and how they would like it to be resolved.
- Adjourn the grievance meeting to consider all the evidence before making a decision.
- Once the decision whether to uphold the grievance is made, inform the employee in writing with details of why that decision was reached.
- Notify the employee of their right to appeal against the outcome of the grievance procedure.
Remember getting the process wrong, can result in costly repercussions for your business, so let HR Revolution help you get it right. If you would like any further guidance or reassurance contact HR Revolution, we are friendly expert HR professionals who can help you resolve any issues whilst supporting your employees and minimising any risk to your business. Get in touch today! Drop us an email at email@example.com