Employee Grievances: Part 2 Investigation

This episode of the podcast is the second in a mini series focusing on Grievances and how to deal with them.

There will be at least a further 2 episodes on this topic finishing with an episode on Frequently Asked Questions so if you have a question that you would like covered please email me alison@realemploymentlawadvice.co.uk or leave a comment below.

In this episode I will cover:

• How to approach the grievance process.
• Things to consider when assigning a grievance investigator.
• The importance of planning and setting out the scope and purpose of the investigation.
• The principles of reasonableness, objectivity and fairness of the investigation.
• The importance of confidentiality and why it is tricky to manage.
• How to plan and prepare for meetings with employees and witnesses.
• Why evidence gathering is essential in assisting you reach the right outcome.
• How to shape the investigation report and resources available to help.

Action Points

1. When you receive a grievance from an employee act quickly and assign an investigator.
2. Ensure that the investigator has appropriate training or resources at hand to assist with the investigation.
3. Seek advice and expert support at the earliest opportunity if a dispute arises.  

Useful Links

ACAS Code of Practice Here

ACAS Guidance Here

ACAS Guidance on conducting workplace investigations Here

As part of our HR Harbour annual subscription service for employers we provide guidance and support with grievances and produce a grievance procedure for our clients. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by email alison@realemploymentlawadvice.co.uk or miranda@realemploymentlawadvice.co.uk or by telephone 01983 897003, 01722 653001 or 023 8098 2006