How to prepare for and conduct a grievance hearing

Author: Lavina Daryanani

Summary

Click on any of the hyperlinks to go to more detailed guidance below.

• Explore whether or not an informal resolution of the grievance is possible, and if not, implement the formal procedure.
• Comply with the terms of both your organisation's grievance procedure and the Acas code of practice on disciplinary and grievance procedures.
• Deal with issues promptly and do not unreasonably delay meetings, decisions or confirmation of those decisions.
• Appoint an appropriate manager to address the employee's grievance.
• Carry out an investigation once you have the details of the grievance. Send any evidence to the employee in advance of the grievance meeting.
• Consider whether or not any preparatory measures are required for the grievance meeting, and if they are, put these in place.
• Invite the employee to the grievance meeting. Remind them of their statutory right to be accompanied by a colleague or trade union representative.
• Hold the grievance meeting and allow the employee to explain the details of their grievance and how they would like it to be resolved.
• Adjourn the grievance meeting to give proper consideration to all the evidence before making a decision.
• Make a decision as to whether or not to uphold the grievance, and inform the employee in writing with details of the reasoning for the decision.
• Notify the employee of their right to appeal against the outcome of the grievance procedure.
• Retain appropriate records of the grievance raised and the procedure followed.