Grievance procedure meaning

ARCHIVED: This archived Checklist sets out a high-level summary of the issues an employer should consider before moving to dismiss an employee for misconduct, and signposts further materials. For broader guidance on handling conduct, see Practice Notes: Managing conduct and Dismissing fairly for conduct reasons. Investigation and procedure Have all internal disciplinary procedures been followed? See Practice Notes: How to conduct a disciplinary investigation and How to conduct a disciplinary hearing If there are no internal procedures, have the requirements of the Acas Code of Practice on disciplinary and grievance procedures (Acas Code) been followed? For details, see Practice Notes: Dismissing fairly for conduct reasons and Acas disciplinary and grievance code-procedural requirements. See also Practice Note: General requirements for discipline and grievance procedures As a minimum, ensure that: interviews with relevant witnesses and the employee have been carried out to establish the facts surrounding the complaint the employee has had the opportunity to state their case, and...

Original news Mr N (CAS-97668-M6M1) —18 March 2025 Summary The Pensions Ombudsman dismissed a grievance concerning discretionary pension uplifts. Under the Scheme’s provisions, a pre‑1997 pension could be increased by the trustee, but only with the employer’s agreement. The employer declined to consent, pointing to the Scheme’s funding position. Without that approval, the trustee could not grant an increase. As the employer had followed an appropriate procedure when reaching its conclusion, the Pensions Ombudsman would not overturn that outcome. This matter highlights the significance of proper process in any decision‑making. What were the facts? Mr N was a pensioner member of the Royal Pharmaceutical Society of Great Britain Staff Pension Scheme (the Scheme)...

The Acas Code of Practice on disciplinary and grievance procedures (Acas Code) The Acas Code of Practice on disciplinary and grievance procedures (Acas Code) defines baseline expectations of fair conduct for handling discipline and grievances at work, and requires both staff and management to adhere to its rules and procedures. These are minimum standards of reasonable behaviour for workplace disciplinary and grievance situations, imposing duties on employees and employers to comply with the Code’s provisions. As a statutory code, it influences a broad range of employment claims; non-compliance can be considered when assessing liability and may affect the level of compensation awarded, in relevant cases. The non-statutory Acas guide on discipline and grievances at work (Acas guide) sits alongside the Code and offers best practice guidance for managing disciplinary and grievance matters in the workplace. Where the Code’s interpretation is uncertain, tribunals may look to and follow the Acas guide. For more detail on the Acas guide, see Practice Note: Acas disciplinary and grievance code—application—Guidance to the Acas Code...

How to conduct a disciplinary (or conduct) hearing or meeting This ‘How to’ guide explains how to run a disciplinary (or conduct) hearing or meeting as part of a fair conduct management process. It summarises the legal issues to bear in mind and sets out the steps to follow. It addresses: sound recordings notes and minutes of the hearing adjournment reconvening the hearing the right of appeal record-keeping Where a disciplinary investigation results in a recommendation to convene a hearing (see Practice Note: How to conduct a disciplinary investigation), the manager tasked with running that hearing will undertake preparation (see Practice Note: How to plan and prepare for a disciplinary hearing). The guidance below explains how to conduct the hearing itself when the day arrives. The manager should keep in mind that a well-designed and well-run disciplinary procedure enables a business to maintain expected standards of conduct while also encouraging good employee relations. Managing disciplinary hearings...

This Practice Note This Practice Note explores why an employer may issue an employee handbook or employee manual (also known as a staff handbook, staff manual or company policy manual). It sets out typical contents and how to present terms that must be reasonably accessible, covering disciplinary and grievance frameworks, holiday pay, sickness absence and pay, contractual and non-contractual policies, workplace rules and procedures, intranet publication, gender neutrality, the contractual status of policies, whether terms can be incorporated, permanent health (PHI) and other insurance, and how to make changes or amendments. It also references the Lexis®Smart Precedent employee handbook and other relevant documents. Certain aspects of the employment and worker relationship must appear in a written statement of particulars of employment given to the employee or worker (see Practice Note: Written statements of employment particulars). Those particulars are often placed within the employee’s contract of employment. Other terms must also be in writing but only need to be reasonably accessible. Employers can present them as separate documents, a...

1 Purpose and scope of the procedure 1.1 A grievance is any worry, issue or complaint an employee brings to their employer. 1.2 Where appropriate, you should first try to resolve a grievance informally with the person you report to directly [ or [ insert alternative, eg the HR Department ] ]. If this does not settle the matter, you should submit your grievance formally as outlined below. 1.3 This procedure is not incorporated into your contract of employment. It can be changed at any time and the Company may adopt a different procedure depending on the circumstances of the particular case. 1.4 This policy and its procedure covers all our employees and workers. It does not apply to agency workers, consultants, contractors [ , volunteers ] [ , interns ] or casual workers. ...

1 Purpose and scope of the procedure 1.1 A grievance is any concern, issue or complaint an employee brings to their employer. Such matters may involve, amongst other areas, terms and conditions of employment, health and safety, workplace relationships, new working practices, organisational changes, equal opportunities [ and bullying and harassment ]. [ If your grievance concerns discrimination, bullying, harassment [ or whistleblowing ] please refer to the [ discrimination AND/OR bullying and harassment AND/OR whistleblowing ] policies, which set out the procedure to follow in those circumstances and are available from [ specify contact ]. ] 1.2 We will endeavour to deal, as swiftly as possible, with any grievance you may have regarding your employment. This procedure is available to any employee who has a grievance about their employment and is the process you should use if you wish to raise a formal grievance. Where appropriate, you should first try to resolve the issue informally with the person to whom you directly report. If it cannot be...

[ Insert name and address of client ] Dear [ name ] Disciplinary procedure—alleged misconduct I am writing to outline my advice on the disciplinary investigation that [ is currently being undertaken OR is about to start ] concerning the allegation against you that [ insert details of the allegation ], together with any subsequent disciplinary hearing. [ I have reviewed your employer’s disciplinary procedure and, where appropriate, I refer to its provisions below. ] It is vital throughout to ensure your employer is adhering to [ its own disciplinary procedure and complying with ] the Acas Code of Practice on Disciplinary and Grievance Procedures (and the further guidance on the Code) [ (copies of which I enclose) ]. [ Please obtain a copy of your employer’s disciplinary procedure promptly and send it to me so that I can review it. ] If an employer fails to follow the Acas Code during disciplinary proceedings, it increases the likelihood that, should you be dismissed and...

Unfair dismissal—conduct and procedure Where an employee pursues an unfair dismissal claim, the onus lies with the employer to demonstrate a fair reason for ending employment. Conduct is one of the potentially fair grounds, but a fair process must also be observed. Ultimately, it needs to be established that dismissal is an appropriate and fair sanction. The Acas Code of Practice on Disciplinary and Grievance Procedures imposes duties on both employers and employees to follow its provisions, with possible sanctions for non-compliance. It describes the standard of reasonable behaviour expected in most situations. For further guidance, see the following Practice Notes: Dismissing fairly for conduct reasons Reason for dismissal—conduct Reason for dismissal—general, in particular section: Potentially fair reasons Acas disciplinary and grievance code—procedural requirements Under the Acas Code of Practice, certain actions—labelled gross misconduct—are so serious in themselves, or carry such serious consequences, that they may justify dismissal without notice even for a first offence. However, a fair disciplinary...