If you are unhappy at work and you have not been able to resolve the issue informally then it may be time to lodge a formal grievance.
Your grievance may relate to:
- bullying at work
- excessive workload
- a change to your terms and conditions
- poor management-employee relations
Your employer should have a formal grievance procedure which will explain what steps you need to take and this will usually be found in the company handbook or staff intranet. If it does not have its own procedure then the ACAS Code of Practice provides a helpful guide for both employees and employers.
However, before you take this step, we can help you to consider how this may impact your career – and work with you to decide the best way to achieve a resolution to your problem.
Ways we can help:
- we will listen to your complaints and advise you of your employment rights
- we will consider your overall objectives
- we will then devise a strategy to help you achieve your objectives
- we can advise you on how best to draft your grievance
- how to prepare for a grievance hearing
What our clients say:
“The service was excellent and with compassion – efficient, timely – just fantastic – thank you” Ms Sutton
For more information about how we can help, you can read testimonials from our employment clients
The Employment Team
Stuart Snelson Partner
Employment 01908 689318Stuart is Head of the Employment Department and has over 20 years’ experience advising on all aspects of employment and pensions law. His partner led service provides practical and commercially focused advice to a wide range of local, national and international clients on the whole range of work related matters.
Paula Stuart Partner
Employment 01908 689345Paula has over 20 years’ experience practising employment law and provides clear and practical advice to all clients in all aspects of employment matters. Paula also delivers bespoke seminars to clients to meet their specific training needs. Recent courses include ‘The Essentials of Employment Law’ and ‘Best Practice when Managing Redundancies’