Grievances are not always unavoidable in the workplace, yet not every business knows how to manage grievances properly. The legal processes involved—including how complaints should be investigated — are very demanding
In the main, employees work without complaint. However, from time to time, issues arise where an employee feels the need to raise a grievance. Whether it's about the way the employer operates or how they've been treated by an individual or a group, the matter needs airing. Fortunately, most issues are dealt with informally, but some become regularised and may eventually proceed to an Employment Tribunal.
How a grievance is dealt with—and perceived by the employee—can make a huge difference to the outcome for all.
Every employee has the right to file a grievance at any time, regardless of what it relates to. Further, there is no minimum length of service required to make a complaint.
While management does not have any obligation to examine complaints raised by workers that have left, it often makes sense to do so to reduce the risk of legal action through the tribunals. Many employers choose to investigate claims made as it helps those still employed feel that they will be treated fairly.
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