If you’re experiencing a complaint, issue, or concern at work, you might be moved to discussion with your employer. This is what’s called “raising a grievance.” If no resolution between you and your employer is achieved, consider going to local solicitors for advice on how to proceed.

Employee Lawyer | Gregg Latchams Solicitors

When should you raise a grievance?

This should not be taken lightly, but if you feel that you’re not being treated right, then don’t be afraid to raise a grievance against your employer. Some instances that can require this action are:

  • You’re consistently being asked to perform jobs way outside your job description
  • The conditions and terms of your contract are not being satisfied, such as your salary and benefits
  • Mistreatment at work, such as verbal abuse or harassment
  • Not being given a promotion due to what you believe are unfair practices
  • Workplace discrimination or bullying based on age, sexuality, religion, etc.
  • Workplace conditions being detrimental to your health

If your employer is receptive and willing to work together to come up with solution, then it might be possible to resolve your complaint through a simple conversation.

For many, this is not the case, and you might want to consider filing a formal grievance. Employment solicitors in Bristol can help you decide whether to file for one. You should be aware, however, that if your complaint reaches the employment tribunal and you fail to take out a formal grievance, this can potentially reduce any compensation you might receive.

Raising a Formal Grievance

If meeting with your immediate manager to air your concerns and discuss possible solutions doesn’t work, then it’s time to raise a formal grievance.

Once you’ve decided to do this, it’ advisable to follow the ACAS Code of Practice. It sets out a guideline of reasonable behaviour and fairness that both employees and employers must follow in many situations that involve a workplace dispute.

Technically, you’re not absolutely required to follow the code. But again, an employment tribunal can decide if it was reasonable or not for you to have followed the code when determining how much compensation you should receive, if any.

Follow the Right Procedures

Of course, don’t forget to follow your employer’s formal procedure for filing a grievance as much as possible. You’ll be able to find these details in your HR or Personnel manual, Company handbook, contract of employment, or even your HR intranet site.

Now, you don’t have forever when raising this type of claim. There is a strict time limit, usually three months or so, within which you can make a claim to an employment tribunal. Therefore, take care not to run out of time when pushing through with your grievance complaint.

Sounds Complicated?

Without the right team behind you, it is! Look for a company that will work closely with you to reach a resolution that works in the best way. That company should help you assess your claims, explain the potential and prospects for success, discuss the possible compensation you may receive, and support you on everything from the ACAS early conciliation process right down to the tribunal process.

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