Core Service
Grievance Policies
A robust, legally compliant framework to handle employee complaints before they escalate into tribunal claims
Legal Requirement
What is a Grievance Policy?
An employee is entitled to raise issues via a grievance letter regarding any problem at work. As an employer, you must have a clear, written mechanism to handle this.
The policy sets out the formal steps (Step One Letter > Meeting > Appeal) that both you and the employee must follow. If your policy is vague, outdated, or missing, you leave your business wide open to the legal process.
The typical window an employee has to raise a grievance after an event is 5 days. Your policy must define these timelines clearly.
Comprehensive Coverage
How we protect you
We draft grievance policies that balance fairness to the staff with rigorous protection for the business. We ensure you aren’t trapped by your own rules. Hover below to see what we include.
THE MECHANISM
The Process
We define exactly how a grievance must be lodged, preventing “informal” chats from legally counting as formal steps.
- Step One Letters
- Time Limits for Lodging
- Right to Accompaniment
- The Hearing Format
- Note Taking Protocols
- Confidentiality Rules
THE SAFETY VALVE
Appeals & Whistleblowing
A vital safety net. If a worker raises a complaint about fraud or wrongdoing, we ensure it’s channeled internally.
- Appeal Timelines
- Independent Managers
- Whistleblowing Clauses
- Final Decision Protocols
- Adjournment Rules
- Overlapping Disciplinary Issues
SENSITIVE CASES
Harassment & Bullying
Standard grievance policies often fail when the complaint is about the manager. We draft specific clauses for sensitive conflicts.
Alternative Reporting Lines
- Alternative Reporting Lines
- Bullying Definitions
- Discrimination Handling
- Conflict of Interest Checks
- Witness Protection
- Suspension Advice
Case Study
The "Hidden" Grievance
A client was taking an employee through a disciplinary process for poor performance. The employee suddenly raised a grievance about “bullying” to derail the meeting.
"Because the client's policy didn't say what to do in this scenario, they froze. The delay allowed the employee to claim constructive dismissal."
We rewrote their policy to explicitly state that disciplinary hearings can be adjourned (not cancelled) while a grievance is investigated, closing this common loophole.
£0
The cost of having a clear policy in place.
£25k
The risk of ignoring a grievance letter.
Why Choose Us
Expertise You Can Trust
A policy is only as good as the protection it offers. We write policies that work in the real world, not just on paper.
Professional Indemnity
Our drafted policies are backed by full insurance. If you follow our document, you are protected.
Qualified Experts
We don't use generic generators. We write policies based on years of defending employers in actual tribunals.
Bespoke Drafting
We tailor the complexity of the procedure to your business size, ensuring you don't commit to a process you don't have the staff to run.
Let's Get It In Writing
Don’t wait for a complaint to realise your policy is missing. Let’s get your framework in place now.
Recommended Further Information
Stop tribunal claims early with a robust grievance policy, drafted specifically for businesses in Finchley, London, and the Home Counties.