The formal grievance process: step by step

Step 6: After the grievance process

Talking to staff

The grievance outcome and details must remain confidential. However, where appropriate, it can be a good idea for the employer to talk privately with any staff involved in the grievance.

This can help avoid any negative effects on the business, for example:

  • bad feeling

  • gossip

  • bullying

  • low work morale

Keeping a record

No matter what the outcome, it’s a good idea for employers to keep a written record of all grievance cases to help with any questions or similar cases in the future.

In line with data protection law, records should be:

  • confidential

  • only be kept for as long as necessary

You can read a guide to data privacy from the Information Commissioner’s Office (ICO).

If the employee needs to take things further

If the employee feels they’ve tried everything and their problem is still not resolved, they could in some cases make a claim to an employment tribunal.

The employee needs to tell Acas they’re going to make a claim. They’ll be offered the option of ‘early conciliation’. This is a free service to help them resolve the matter before it reaches a tribunal.

There is normally a time limit for making a claim. For example, if the employee thinks the your employer should not have made a deduction from their wages, they need to make a claim within 3 months of the deduction.