Listed below are questions we are commonly asked:
It is not obligatory to raise a grievance but it is good practice to do so. If you don’t raise a grievance and then later make a claim and you are awarded compensation by an Employment Tribunal, the compensation might be reduced by as much as 25%, simply because you didn’t try and resolve your concerns this way.
Our experience is that most employers are very concerned if they are made aware that a member of staff is being discriminated against. If you want help to make sure your grievance is taken seriously, our employment solicitors can help you prepare your letter, or even write to your employers on your behalf.
Disclaimer: This information is provided for general guidance only and is not intended to constitute legal advice. You must consult our employment solicitors if you require advice on your situation or circumstances.
A grievance can be any concern, problem or complaint that you raise with your employer. You should always try to resolve any concerns that you may have informally in the first instance. If this doesn’t help, then your employer’s grievance procedure will tell you what you need to do and to whom you should speak to.
If your grievance is not resolved informally, you will need to put your grievance in writing. Our employment solicitors can help you make sure that your letter contains everything that it needs to, so that you make your points in the best possible way.
Disclaimer: This information is provided for general guidance and only and is not intended to constitute legal advice. You must consult our employment solicitors if you require advice on your situation or circumstances.
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