Raising a grievance


Many disputes can be resolved informally. There are no special rules about informal meetings, but Acas says they should be held in a private place and that the employer should consider allowing parties to be accompanied. 


If a grievance cannot be settled informally, it should normally be raised formally with the employee’s manager, unless the grievance is against that manager, in which case it can be raised with the personnel or human resources department or a more senior manager. The Acas Code expects grievances to be raised promptly.


The employer owes an implied contractual duty to deal with the grievance reasonably promptly and effectively (W A Goold (Pearmak Ltd) v McConnell [1995] IRLR 516). The grievance should be put in writing to prevent it being ignored or avoided, and especially if there may be a tribunal claim. Employees whose first language is not English, or who have difficulty expressing themselves should seek help from a work colleague or rep. 


Raising a formal grievance is not a step to take lightly, as it can sometimes make the situation worse. Employees should think carefully about the outcome they want. Where a grievance applies to more than one employee, it can be easier to organise a collective grievance (see Chapter 12).