Writing a grievance letter is easier said than done, and if it’s related to bullying and harassment in the workplace, it can be difficult to process.
Having to deal with unfair treatment at work is unacceptable, and it’s exactly why the formal grievance and disciplinary process exists. If you feel your employer hasn’t taken the appropriate action after raising your concerns, then the next step is to write a grievance letter.
Your employer should then hold a grievance meeting with you within 4 weeks of receiving your grievance letter.
To be connected to a specialist employment solicitor near to where you live, please either call us now on 0845 1391399 or complete a Free Online Enquiry.
Writing A Grievance Letter
There are plenty of reasons for writing a grievance, including if you’ve raised an issue informally but you don’t feel the appropriate action has been taken, you want an issue to be dealt with formally, or the issue is serious such as bullying or harassment.
While there’s no official template for writing a grievance letter, there are some things you should include, such as:
- An outline of the bullying and harassment issues you’re making a complaint about, and have previously highlighted to your employer.
- The date of the grievance or grievances.
- Details on any evidence of the bullying and harassment you’ve faced (e.g. CCTV, witnesses, text messages, etc.).
- The name of anyone you’d like to accompany you to an official grievance meeting.
What Can I Expect In The Grievance Process?
There’s a formal grievance process that all employers should follow, although many companies will have their own guidance.
The ACAS code of practice is the minimum standard that employers should adhere to and any guidance should be made available to employees and be easy to find.
An official investigation into the allegations of bullying and harassment must be carried out to gather any evidence from witnesses and other forms to ensure that the grievance meeting is held with as much available evidence as possible.
Any actions arising from the grievance meeting should be taken and employees must be given the opportunity to appeal against the outcome.
Grievances should be raised as soon as possible to ensure that the formal process can be carried out as quickly and effectively as possible.
From an employee perspective, you should always raise any grievance quickly and act on any decisions as soon as you can.
If you don’t believe that the desired outcome has been reached even after an appeal, you can take the case to an employment tribunal, although this can be costly and time-consuming, so it’s worth seeking legal advice to see if this is the best option before proceeding.
Employment Solicitors Near Me
If you’ve experienced bullying and harassment in the workplace and you’re considering writing a grievance letter, or have already written a grievance letter, it’s important to be aware of your legal rights.
At Solicitors Near Me, we’re here to help you connect with expert employment solicitors near to where you live. That way, you’re in the best position to achieve a fair and successful outcome in your grievance case.
It’s worth knowing that there’s no obligation to instruct the solicitor you’re connected with, and until you press the metaphorical green button, there’s nothing to worry about and everything is completely FREE.
Find An Employment Solicitor Now
To be connected to a specialist employment solicitor near to where you live, please either call us now on 0845 1391399 or complete a Free Online Enquiry.
