Grievances
If an employee raises a grievance, you're legally required to investigate and respond. Get it wrong, and you risk tribunal claims, increased compensation, and reputational damage. The Employment Rights Act 1996 and ACAS Code require fair, prompt procedures; breaches risk 25% uplifts and uncapped damages. We’ll help you manage complaints fairly and decisively, with advice that protects your business and your people.
Grievance policies and handbooks
We draft, review, and update clear grievance procedures and staff handbooks that reflect current legal standards and the ACAS Code of Practice.
Training for managers and HR teams
Training helps to tackle early intervention, how to handle sensitive complaints, and how best to deal with documentation. We provide training in person and online for HR and managers on early resolution, robust investigations, note‑taking, and documentation to reduce risk and encourage fair, consistent outcomes.
Complex grievances and senior executives
Tailored advice on discrimination, whistleblowing, or senior-level grievances, including strategy, risk assessment, and settlement options.
Executive and senior-level issues
From strategy to settlement, we help you manage grievances at board and director level with a clear focus on risk and discretion.
Settlement Agreements
We’ll negotiate and draft settlement agreements that bring disputes to a close with clarity and confidentiality.
Representation at ACAS and tribunal
If a grievance leads to Early Conciliation, mediation, or tribunal proceedings arising from alleged grievance mishandling, we’ll represent you at every stage with a strategy that aims to resolve matters efficiently.
Questions we’re often asked
Any formal complaint from an employee about how they’ve been treated. It could relate to bullying, discrimination, workload, or any other workplace issue.
Yes. The Employment Rights Act 1996 and the ACAS Code both require employers to set out written procedures for handling grievances.
Tribunals can increase any compensation awarded by up to 25% for unreasonable non-compliance.
Act promptly. Acknowledge the grievance quickly, investigate without delay, and communicate outcomes transparently.
Yes. They can settle claims with confidentiality, waivers, and clear exit terms.
Early advice can prevent problems down the line, especially for complaints involving discrimination, whistleblowing, or senior staff.
Experts in every area
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For more information or a no obligation discussion, please call or email our team today.
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