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An employee has just presented you with a written grievance. However, you suspect from the content that it’s been fabricated purely to get somebody else into trouble. Are you still obliged to
investigate it?
Published 01.02.2016
You’ve just received a written grievance from a former employee who left a few weeks ago. Are you legally obliged to deal with their complaint under your grievance procedure or not?
Published 14.04.2016
If an employee raises a grievance, you’re obliged to investigate and hear it. After that, you must decide whether or not it’s “upheld”. But what if their complaint is clearly groundless? Must you
still give this process the time of day?
Published 22.02.2011
An employee has unexpectedly raised a grievance. The trouble is you’re really busy because of other business needs and are struggling to find time to deal with it. How long do you have to respond?
Published 04.12.2018
Your employees have the statutory right to raise a grievance from day one of employment. However, if they want to exercise this right, must they put their grievance in writing?
Published 25.02.2014
You’re going to introduce a new grievance procedure. How can you distinguish between genuine (legally recognised) grievances and petty grumbles, and how should they be dealt with?
Published 05.05.2006
When an employee raises a grievance you must offer them a right of appeal if you reject or only partially uphold their complaint. How long does an employee have to appeal against this decision?
Published 29.01.2021
If an employee is unhappy about something, they have the statutory right to raise a grievance. But suppose they don’t exercise it? Could you use this fact to your advantage if they later run crying
to the tribunal?
Published 17.10.2012
Every employee has the statutory right to raise a grievance. But what happens if they subsequently inform you that they want to withdraw it? Must you respect their decision or carry on with the
process regardless?
Published 07.11.2017
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