Every employer is legally obliged to tell employees how they'll deal with grievances, and sharing a written policy is the best way to do this.
Simply Business has teamed up with Farillio to produce a downloadable, customisable grievance policy template. We’ve also created a quick-start guide to grievance policy and procedure for employers, which you can read below.
Choose to download your template now, or get it directly from Farillio’s site where you’ll also get access to their full suite of customisable legal templates.
Every small business is different, and has different legal requirements – but most small firms can’t afford an army of lawyers. Farillio develop customisable, downloadable legal documents for small businesses. In partnership with Simply Business, you can download many of the key legal documents you might need during the life of your firm.
Businesses are legally obliged to tell employees about how they will deal with a grievance. So, a formal, written document that sets out how employee grievances will be dealt with by a company’s management is the best way to do this.
There are several areas in which grievances may arise. These include:
Ideally, employers should plan ahead to minimise the risk of these issues occurring, especially during periods of change in an organisation. In most cases, there should be an attempt to resolve issues informally before a formal complaint is made.
Our downloadable grievance at work policy template includes the key clauses:
In the worst case scenario, an employee may choose to take a grievance to an employment tribunal. Our template makes clear to the employee that if they go straight to tribunal without following the grievance procedure first, any compensation awarded could be reduced by 25 per cent.
Firstly, attempts should be made to deal with grievances in an informal way. If this isn't possible, then you should arrange a grievance hearing.
Before the hearing is held, you should give the relevant employee reasonable notice so they can prepare their case. You should conduct a full investigation, and you might choose to either call witnesses or take written statements.
An additional manager should attend the hearing to impartially ensure that it's carried out properly, and there should be somebody there taking notes. Again, remember you need to explain to the employee that they have the right to be accompanied either by a colleague or by a union representative.
After the grievance hearing, you should give the employee a copy of the notes from the meeting. You may wish to redact certain details if you need to protect the anonymity of a witness.
You should then notify the employee of the decision, and explain how you've come to it.
As explained in your company grievance policy, employees have a right to appeal if they're dissatisfied with the outcome of the procedure. Appeal hearings follow a similar format to the original hearing. But you should also make sure you look into the factors that caused you to come to the original decision, along with any new evidence or information that's come to light since.
Generally, appeal hearings should be officiated by a different manager than the one who heard the first hearing.
Once you’ve made a decision at appeal, this should be shared with the employee in writing, and it should be explained that this is final.
If you would like to make changes and don’t have Adobe Acrobat, you can also download our grievance policy template in Word format.
The attached document has been produced by Farillio so we can’t take responsibility for its contents. We’d recommend you take professional advice before making any important decisions based on its contents.
We create this content for general information purposes and it should not be taken as advice. Always take professional advice. Read our full disclaimer
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