Employee Grievances
Grievance management can be a minefield for Employers. As well as navigating a fair process in what will likely be an emotionally charged situation, you must maintain a duty of care to all parties, respecting confidentiality whilst ensuring a full and fair investigation is conducted. It can even be difficult to know when a complaint should be treated as a Grievance (e.g. discrimination) or perhaps Whistleblowing. Should a rant in a resignation letter be ignored or investigated? If you’re not sure if a complaint should be formally investigated, or know that it should but don’t know how, we can help. We don’t believe in making mountains out of mole hills but we do believe in a stitch in time saving nine. Addressing complaints swiftly and effectively not only keeps you away from costly litigation, it will ensure your employees trust and respect you.
Grievances are rarely simple and even if the complaint appears to be trivial, its root cause may not be easy to identify and address. Grievances, and attempts to investigate them, are often based on assumption rather than fact. Being fully independent, it is easier for us to remove the ‘noise’ and identify the problems and solutions than it is for you, or anyone else internally who can’t help but be influenced by history, culture and emotion.
We can help you investigate both the complaint raised and its root cause, ensuring an appropriate process and outcome as well as providing open and honest guidance on lessons learnt.
“Grievances are rarely simple”