- Do you recognise when an employee has raised a grievance?
- Do you take steps to resolve it as quickly and painlessly as possible?
- Are your employees aware of your grievance procedure?
Most employers do not necessarily recognise when one of their employees raises a grievance. What may seem to you as a bit of moan or grumble, can easily escalate. It may even be an issue raised in a resignation letter – if you don’t recognise this as a grievance at the time, it can easily escalate and become a big problem for your company.
You need to recognise when your employee is unhappy and deal with the grievance through a standardised procedure in order to minimise risk to your business.
What is a grievance?
ACAS states that grievances are concerns, problems or complaints raised by a staff member with management. It may be a concern about a working relationship, working conditions, or something else.
What do you need to do?
It’s important that both you as the employer and all your employees know what to classify as a grievance, and so can bring it up with management at the right time. This saves issues building to the point of more formal grievance procedures and resignations.
Make sure that your company’s grievance procedure is in writing, and that all staff are aware of it. This will ensure that your employees know that they need to tell you of the nature of any grievance and issues promptly.
This allows you, or their line manager, to attempt to resolve any grievance informally before having to start formal procedures.
If this isn’t possible, then arrange a meeting as quickly as possible, and carry out any necessary investigations to establish facts. Employees can be accompanied at any formal meeting and have the right to appeal against any formal decision made.
Do you recognise when an employee raises a grievance? Do you need help with formal HR policies and documents? Contact us today to find out more.