The redundancy grievance procedure is an important one for both employees and employers.
If you’re going through the process of redundancy or have recently been through it, then there are some key things that must happen.
Your employer should ensure a fair redundancy process, for starters. If you don’t feel that that’s been the case, then you have every right to raise a grievance.
It should be made clear to you that there is a clear process for redundancy, that you are being considered, and if there are any jobs available in the business, you should be made aware of them and given the opportunity to consider any other roles.
You should also know that you can raise a grievance at any time during the redundancy process – whether that’s at the start, during the consultation process, or after it’s completed.
Redundancy Grievance Procedure – How Does it Work?
Raising a grievance during redundancy is important because it’s a formal recognition of your unhappiness with the way the process has been conducted.
You’re entitled to set out your complaints before your employer takes any action – and it may result in discussions around a potential settlement agreement beginning.
The formal redundancy grievance procedure should work as follows:
- You raise an informal grievance with your employer to see if you can resolve the issue without any formal action. For example, this might be following notification of redundancy consideration
- If you’re unable to resolve the issue informally, then you should write to your employer and inform them of your decision to raise a formal grievance, outlining your reasons for doing so
- You’ll then have a grievance meeting once all evidence has been collated and the investigation has been concluded
- An outcome will be reached, and you’ll be given the opportunity to appeal any decision if you disagree with it
- If you still feel that you haven’t reached the outcome you were looking for, you might consider taking the case to an employment tribunal
Of course, raising a grievance during the redundancy process presents its own unique challenges.
Grievances And The Redundancy Process
Grievances can be raised in a variety of situations and they’re not just for dissatisfaction with the redundancy process.
Some of the most common reasons for raising a grievance include:
- When you’ve raised a grievance informally but feel it hasn’t had the desired effect
- Issues you don’t want to be dealt with informally and want a formal process to determine the outcome
- Serious issues such as non-payment, whistleblowing, or harassment
It generally follows the same process each time as there’s a minimum standard set out by ACAS, although some employers will have their own grievance process.
It might also be relating to other terms and conditions in your employment contract, things you’ve been asked to do as part of your role, the way you’ve been treated, or even if you’ve experienced bullying or discrimination at work.
If you feel like you’ve been discriminated against because of protected characteristics or beliefs (sex, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief) then this is a serious discrimination case and should be treated with careful consideration by your employer.
Employment Solicitors Near Me
Raising a grievance in a redundancy procedure can feel doubly challenging.
Not only are you dealing with a redundancy situation, but you’re also contending with a redundancy procedure that you feel hasn’t been conducted fairly.
Which is where Solicitors Near Me can make a difference.
We connect you with expert employment solicitors near you for FREE so that you can get the help and advice you need with your grievance procedure, whether you’re in the process, considering it, or unsure what your best option is.
You’re under no obligation to press ahead with the solicitor we connect you with and until you decide to proceed, everything is completely FREE.