Grievances, what to look out for and how to handle if you receive one
If you’ve never had an employee raise a grievance before, it can come as a bit of a shock, and you may be left wondering what to do next. First of all, we recommend you press pause for a moment.
Grievances are a normal part of working life and can be handled like anything else; the key is how you handle them, which we’ll get into a little later, but first, let’s explore some of the warning signs that might have led to a grievance in the first place.
Formal grievances don’t often start life as such; they usually stem from informal concerns that have been overlooked or missed, and can cover several areas, including:
Poor communication or management style
Perceived unfair treatment
Bullying or harassment
Pay, Benefits of contractual issues
Flexible and hybrid working arrangements
Not an exhaustive list of course, but some of the regulars we tend to see when grievances arise,
So, what should we be looking for to prevent grievances arising? Issues which may lead to grievance could look like:
Repeated complaints about the same or similar issues or an individual
Increased absence, less engaged with work or underperformance
Disputes or tensions within teams or between certain individuals
Raising issues verbally rather than formalising them
All of these can be warning signs that a formal grievance may be on the way, and spotting them early could be the key to avoiding a formal and sometimes lengthy process.
What if you can’t prevent it?
This will happen, and if it does, there are clear guidelines in place to help you handle with confidence. The ACAS Code of Practice requires employees to act promptly and fairly when in receipt of a grievance, to investigate issues thoroughly and without bias, to allow employees to be accompanied in any grievance meetings and to communicate outcomes clearly and in writing.
The ACAS Code is there to support you in getting it right. Failure to follow the Code can increase compensation claims at tribunal by up to 25% - so stick to the rules at all times.
When things have gone wrong, focus on getting it right
A formal grievance is already a clear indication that things have gone wrong somewhere, so the focus now is on you as an employer to resolve and get things right for everyone involved. Getting the process wrong can damage culture, retention and your own reputation, not to mention your bottom line if you end up paying out further along the line.
A consistent, transparent approach is key and demonstrates that concerns are taken seriously and always with a view to resolution.
Don’t Beat Yourself Up
Grievance doesn’t mean failure, but it does mean there is something that needs to be fixed. This is entirely possible and within your power. A grievance gives the opportunity to address issues before they escalate further and to review processes and training, and seek advice to prevent future occurrences.