Handling grievances

Before you hold a grievance hearing:

• Read through your grievance procedure so that you apply it correctly.
• Read through the Labour Relations Agency (LRA) Code of Practice on Disciplinary and Grievance Procedures.
• Carry out a full investigation, if necessary, eg where the employee is accusing a colleague of sexual harassment.
• Obtain statements from any witnesses and share them with the employee.
• Make sure you have all relevant facts and documents available for the hearing.
• Arrange for someone to take notes.
• Arrange a suitable time, date, and venue for the hearing.
• Give the employee plenty of notice of the meeting so they can prepare their case and consult any representatives. Remind them that they have the right to be accompanied at the hearing by a colleague or trade union official.
• Where appropriate, interview any manager or witnesses.

It may be necessary to have more than one grievance meeting when dealing with a grievance.

You may not have access to all of the information listed above before the first meeting. For example, the employee may provide you with information on witnesses at the meeting and you may need to investigate further, interview the witnesses concerned, and meet again with the employee who has raised the grievance.