Workplace grievances can arise in any business, and how they are handled can have a significant impact on employee morale. It is essential the employee’s complaint is taken seriously and addressed fairly and quickly. A well-managed grievance process ensures that the employee feels heard, valued, and respected. It also protects the business from potential legal risks.
At HR-Onsite we specialise in conducting grievance hearings on behalf of businesses. By providing an independent and professional approach, we ensure grievances are managed effectively, fairly, and in accordance with your policies and employment law.
A grievance hearing is a meeting between an employer and an employee who has raised a complaint about their working conditions. The purpose of the hearing is to understand the issues and to resolve the employee’s concerns.
It is a crucial part of the grievance process, ensuring fairness and transparency while reducing the likelihood of it escalating to an Employment Tribunal. Employers have a legal duty to investigate complaints promptly and fairly by following ACAS guidance.
The best way to deal with grievances is to engage HR-Onsite who will deal with the matter on an independent basis, leaving you to work on other important matters.
In our 30-year experience, many employees feel more comfortable speaking openly to an independent third party rather than their employer, as they feel they can speak their mind more freely if the boss is not in the room.
This is where HR-Onsite’s service can be invaluable because we are independent and it will show your staff that you take their concerns seriously.
We will attend at your premises and will:
This allows you to run your business in the knowledge the matter is being dealt with efficiently and independently.
Let us remove the time and stress involved in dealing with grievance issues.
Contact us today for a speedy resolution to your workplace problems.
As soon as an employee raises a concern regarding their employment, treatment by their colleagues, or any matter that is causing them upset, you should arrange a meeting with them to discuss their concerns so you understand the issues and can investigate the matter before reaching a fair decision.
The duration of the hearing will depend upon the issues raised, how many people it affects, the number of interviews with other staff that are required, as well as any documentation that will need to be collated.
From attending at your premises, holding the meeting with the employee, making any necessary investigations, speaking with the complainant’s colleagues, we aim to provide you with a detailed report with a recommended outcome within 3 working days.
Yes, employees have the right to appeal the outcome to their grievance if they have grounds to do so. They will need to submit the reasons for their appeal in writing within a strict time limit contained in the letter of outcome to their grievance.
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