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What Happens When a Workplace Grievance Is Raised?
Raising a grievance at work can feel daunting, particularly when the issue has already caused frustration, stress or a breakdown in trust.
A grievance is generally a formal way for an employee to raise a workplace concern with their employer. It might relate to how someone has been treated, a disagreement with a decision, working relationships, workplace conditions or another issue that has not been resolved informally.
But what actually happens once a grievance is raised? Understanding the process can make it feel much more manageable.
What is a workplace grievance?
A grievance is a formal complaint about something that an employee believes is wrong or unfair in the workplace.
Before raising a formal grievance, it may sometimes be appropriate to try to resolve the issue informally. A conversation with a manager can resolve some workplace problems before they become more serious.
However, not every situation can or should be dealt with informally. Where an issue remains unresolved, or where the employee feels unable to raise it informally, a formal grievance may be considered.
The exact process will depend on the employer's policies and the circumstances involved.
What happens after a grievance is raised?
Once a formal grievance has been submitted, the employer will normally need to consider the concerns that have been raised and determine how they should be dealt with.
This may involve:
Reviewing the written grievance
Gathering relevant information
Speaking to the people involved
Reviewing documents or other evidence
Inviting the employee to a grievance meeting
Considering the concerns before reaching a decision
Communicating the outcome
The process should be handled fairly and in accordance with the employer's own procedures.
For an employee, this period can sometimes be difficult because they may not know what is happening behind the scenes or how their concerns will be interpreted.
What is a grievance meeting?
A grievance meeting gives the employee an opportunity to explain their concerns in more detail.
They may be asked questions about what has happened, who was involved, when events occurred and what impact the situation has had.
It can be helpful to prepare beforehand.
An employee may want to think carefully about:
What the main issue is
The key events and dates
Who was involved
Any relevant documents or correspondence
What outcome they are hoping to achieve
Any questions they want to ask
Preparation can help keep the discussion focused, particularly where the situation has been ongoing or emotionally difficult.
What happens during an investigation?
Depending on the nature of the grievance, the employer may need to investigate the concerns before reaching an outcome.
This could involve speaking to other employees, reviewing emails or documents, checking relevant workplace policies or gathering other information.
An investigation does not necessarily mean that anyone has been found to be at fault.
Its purpose is to establish what happened and give the employer enough information to make an informed decision.
Some grievances can be relatively straightforward. Others may involve several people, competing accounts of events or issues that have developed over a considerable period of time.
What happens after the grievance meeting?
Once the relevant information has been considered, the employer will normally communicate the outcome to the employee.
The outcome will depend entirely on the circumstances.
It might involve steps being taken to resolve a workplace issue, changes to working arrangements, further action being considered, or a conclusion that the concerns raised have not been substantiated.
Sometimes the outcome may not be what the employee expected.
This can be particularly difficult where the employee has invested significant time and emotion in raising the grievance.
What if the employee disagrees with the outcome?
Depending on the employer's grievance procedure, there may be an opportunity to appeal the decision.
An appeal is not simply an opportunity to repeat the original grievance. There will usually be specific reasons or grounds for an appeal, depending on the circumstances and the employer's procedure.
Anyone considering an appeal should therefore carefully review the outcome and the relevant workplace policy before deciding what to do next.
Grievances can affect workplace relationships
A grievance is not only a formal process. There are people behind it.
Where a grievance involves disagreements between colleagues, concerns about management or an ongoing workplace conflict, relationships can become strained.
Even after the formal process has finished, the underlying working relationship may still need attention.
In some circumstances, practical support, facilitated conversations or workplace mediation may help people move forward.
The aim does not always have to be about determining who was right or wrong. Sometimes the most useful outcome is finding a constructive way for people to work together again.
What if you are unsure whether to raise a grievance?
Not every workplace problem needs to become a formal grievance.
If you are experiencing a workplace issue but are unsure what your options are, it can be useful to step back and consider the situation before taking action.
You might ask yourself:
What exactly has happened?
Have I tried to resolve the issue informally?
Is the problem continuing?
What outcome am I looking for?
Do I understand my employer's procedure?
Would an impartial conversation help me understand my options?
Getting independent practical support does not necessarily mean making a formal complaint.
Sometimes it simply means talking through the situation with someone who is separate from the workplace and can help you understand what your options are.
How Work Resolve can help
Work Resolve provides independent, practical workplace support for employees and employers dealing with workplace problems.
This can include support with grievances, workplace conflict, difficult conversations, disciplinary meetings, appeals and other workplace issues.
The purpose is not to escalate situations unnecessarily. It is to help people understand what they are dealing with, prepare properly and consider practical ways forward.
Work Resolve is not a law firm and does not provide legal representation or legal advice.
If you are considering raising a grievance, have already raised one, or are unsure what to do next, independent workplace support may help you approach the situation with greater clarity and confidence.
A grievance does not have to become a bigger workplace problem
Raising a grievance can feel like a significant step, but having a clear understanding of the process can make it easier to approach.
Whether you are an employee considering raising a concern or an employer responding to one, taking the time to understand the situation, communicate clearly and follow an appropriate process can make a significant difference.
If you are unsure about your next step, Work Resolve can provide practical, independent workplace support to help you understand your options.
Need help with a workplace grievance or another workplace issue? Contact Work Resolve to discuss how we can help.
