Step 1: Understanding the options
If an employee has a problem (‘grievance’) at work it’s usually a good idea for them to raise it informally first.
The employer should respond even if the problem's raised informally.
The employee can raise the grievance formally if:
they feel raising it informally has not worked
they do not want it dealt with informally
it’s a very serious issue, for example sexual harassment or ‘whistleblowing’
Following a formal process
When an employee raises a formal grievance, employers should follow a formal process. Your workplace should have its own grievance process, otherwise follow the steps in this guide. (These steps are informed by the Acas Code of Practice on Disciplinary and Grievance Procedures.)
If your workplace has its own grievance process it should:
follow the Acas Code, as a minimum
be in writing, for example on an intranet
be easy for everyone at work to find
The employer should tell the employee where they can find this document.
Not following a formal grievance process could affect:
people’s morale and confidence
the outcome, if the grievance reaches an employment tribunal
See an example of a grievance procedure employers can adapt to their business or organisation.
The size of the business or organisation
Regardless of the size of your business or organisation, all employers should follow a full and fair grievance process as set out in this guide. They should:
make clear they’ll deal with grievances fairly and consistently
investigate to get as much information as possible
allow the employee to bring a relevant person to a grievance meeting
give everyone a chance to have their say before making a decision
take actions and make decisions as soon as they can
allow the employee to appeal against the grievance outcome
The process can be adjusted depending on size. For example, a manager of a small business with one or 2 employees might need to manage the grievance process on their own.
The employee should always:
raise the grievance as soon as they can
take any actions expected of them as soon as they can
If there are related grievances
If there are 2 or more related grievances, the employer should:
still follow the formal process, for all the grievances
keep information confidential
consider what each employee wants
explain to the employees how it is dealing with the grievances
There is some flexibility in how to run the grievance process in these situations. For example, the employer could decide to have a single meeting to cover all the grievances, if the employees agree.
Each employee still has the right to their own grievance meeting in which employees who are part of the grievance are not present.
You can use mediation at any stage of the process. Mediation involves an independent, impartial person working with both sides to find a solution.
The mediator can be someone from inside or outside your business. If they’re from outside your business, you might need to pay.
Both sides will need to agree to mediation.
You can find out more about mediation in the Acas guide to discipline and grievances at work.
Disciplinary and grievance process