Select the groups covered by this grievance procedure
ℹ️ All employees have a statutory right to raise grievances. Extending to contractors is optional but can help maintain consistency.
👤
Employees Only
👥
Employees & Contractors
🤝
Encourage informal resolution first?
ACAS Code recommends trying informal resolution before formal procedures
ℹ️ Informal resolution saves time and maintains workplace relationships. However, serious issues (bullying, harassment, discrimination) may go straight to formal stage.
✅
Yes - Recommend Informal First
📝
No - Formal Process Only
⏱️
How long for informal resolution?
Time to try informal resolution before escalating
ℹ️ 5-10 working days gives enough time for discussion without unnecessary delay.
⚡
5 Working Days
📅
10 Working Days
🗓️
15 Working Days
📬
Who should receive grievances?
Specify who employees should submit written grievances to
ℹ️ Provide an alternative if the grievance is about the usual recipient (e.g., if grievance is about HR, who else can receive it?)
✍️
Must grievances be in writing?
ACAS Code requires grievances to be set out in writing
ℹ️ Written grievances ensure clarity and create a record. Some organisations accept verbal grievances initially, then ask for written confirmation.
📄
Yes - Must Be Written
💬
Accept Verbal Initially
✉️
How quickly will you acknowledge receipt?
Timeframe to acknowledge receiving a grievance
ℹ️ Quick acknowledgement (2-5 working days) shows you take grievances seriously.
⚡
2 Working Days
📋
3 Working Days
📅
5 Working Days
🔍
Investigation timeframe?
How long to complete investigations
ℹ️ ACAS recommends "without unreasonable delay". 10-15 working days is typical for straightforward cases. Complex cases may take longer.
⚡
10 Working Days
📊
15 Working Days
🗓️
20 Working Days
🔬
Investigation methods and suspension?
How will you investigate and will you suspend during investigation?
ℹ️ Suspension (with pay) may be necessary in serious cases. It's not disciplinary action but allows proper investigation.
⚖️
Suspension If Necessary
❌
Not Used
📢
Notice period for grievance meetings?
How much notice before holding a meeting
ℹ️ ACAS Code requires "reasonable notice". 5 working days is typical - enough time to prepare but not excessive delay.
⚡
3 Working Days
📅
5 Working Days
🗓️
7 Working Days
👔
Who can accompany employees?
Right to be accompanied at grievance meetings
ℹ️ Statutory right: employees can bring a colleague or trade union representative. Cannot bring a lawyer unless you agree. Companion can address meeting and confer with employee.
⚖️
Colleague or Union Rep (Statutory)
👨💼
Also Allow Lawyers
🎙️
Meeting chair and recording policy?
Who chairs meetings and recording preferences
ℹ️ Written notes are standard. Audio/video recording requires consent from all parties. Secret recordings can be problematic.
📝
Written Notes Only
🎙️
Audio With Consent
📱
Employee May Request
⏰
Decision timeframe after meeting?
How long to communicate the decision
ℹ️ ACAS recommends "without unreasonable delay". 5-10 working days is typical. Decision should be in writing with reasoning.
⚡
5 Working Days
📅
10 Working Days
🗓️
15 Working Days
🎯
What are the possible outcomes?
Actions that might be taken
ℹ️ Outcomes include: grievance upheld/partially upheld/not upheld, plus any remedial actions like policy changes, disciplinary action, training, mediation, etc.
⚖️
Appeal deadline?
How long to submit an appeal
ℹ️ ACAS Code requires employers to inform employees of appeal rights. 5-10 working days is standard. Must be in writing stating grounds.
⚡
5 Working Days
📅
10 Working Days
🗓️
15 Working Days
📋
Appeal meeting notice and decision time?
Notice for appeal meetings and decision timeframe
ℹ️ Same principles as grievance meeting - reasonable notice required. Employee retains right to be accompanied at appeal.
📅
5 Days Notice
📆
7 Days Notice
🗓️
10 Days Notice
⏱️
10 Days Decision
📊
15 Days Decision
📈
20 Days Decision
🔒
Record retention and confidentiality?
How long to keep records and confidentiality level
ℹ️ GDPR requires retaining records only as long as necessary. 6 years is common (matches tribunal time limits). Information shared only on need-to-know basis.
📁
3 Years
🗄️
6 Years (Tribunal Limit)
📚
7 Years
🔐
Standard - Need to Know
🛡️
Strict - Maximum Confidentiality
👥
Allow collective grievances?
When multiple employees raise same issue
ℹ️ Multiple employees with the same grievance can be handled collectively. Representatives can speak for the group. Each still has right to individual meeting if requested.
✅
Allow Collective Grievances
👤
Individual Only
🤲
Offer mediation?
Alternative resolution through facilitated discussion
ℹ️ Mediation can resolve grievances through facilitated discussion. Voluntary for both parties. May use internal mediator or external professional. ACAS offers free mediation.
🤝
Offer Mediation
❌
Not Offered
🔄
Handle overlapping procedures how?
When grievance raised during disciplinary
ℹ️ If grievance relates to disciplinary matter, it may be heard as part of disciplinary appeal. If unrelated, can run simultaneously.
⚖️
Decided Case by Case
⏸️
Pause Other Procedure
▶️
Continue Simultaneously
💚
Support available during process?
Wellbeing support for all parties
ℹ️ Grievances can be stressful. Consider: EAP access, occupational health support, regular check-ins, reasonable adjustments. Available to all parties.
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This procedure has been carefully drafted and reviewed by a qualified legal professional to comply with ACAS Code of Practice and UK employment law. It provides a strong legal foundation but is not a substitute for personalised advice. For tailored guidance on implementing this policy or handling specific grievances, you can book a consultation with one of our legal professionals.