If you’re having problems in the workplace, the ideal solution is to speak to your next line of management or human resources. You can either try and speak to them informally, or raise a grievance (complaint).
If you are not satisfied with the result you can submit a written complaint by following the company’s grievance procedure.
If you’re not satisfied with the outcome of your grievance, the organisation has a duty to investigate it and provide you with a written outcome. If some or all of the findings are disputed we encourage you to formally appeal as necessary.
The initial task is to review your employer’s grievance policy and move on to obtaining advice from Acas.
A grievance is an official complaint drawn up under the Acas code, which you can submit at any time – even after you change job. It’s not clear how an employer should handle grievance submitted by employee that is no longer employed by the company.
There is a possibility you could be accused of discrimination if you do not specify an age. I would recommend that you do add the information about age, as this may not lead to a Tribunal Claim.
The individual trying to deal with your dispute should not of played a part in the situation you are raising a grievance for, so if you want this fixed it’s important that all relevant information is given.
Raise a complaint and take control of your situation. Get the answers you need to help you through what can be a difficult time.
Gather your information
What are you currently doing for your company, and what duration have you been employed by them. Share background information about why you are bringing up this specific issue. Include all of the specific information of any procedures that have already been followed.
Providing all of the background information to inform your employer’s decision making process is critical and there’s a couple of ways you can do this. For example, you could break it down into individual complaints or submit a timeline. If it’s a heavily detailed issue, you’ll want to keep in mind that they may ask for more information or documentation.
Draft a letter but write it addressing in a way that it explains the details to somebody who has no prior knowledge of what you do at work. If you are required to seek legal advice or your case results in an Employment Tribunal, an Employment lawyer or judge will be able to better understand the situation.
Remember that you can elaborate on these points during a grievance hearing. For this reason, it is important to keep your letter concise but clear.
Be sure to mention any written documents that you have in support of your claim so that the police department can address it.
Please include an outline describing how you (the applicant) were specifically affected. Include specific details of any objectives that you hope to see from the complaint, such as a formal apology, a reimbursement of legal costs or disciplinary action.
The account that you provide helps the individual hearing your grievance to either make a decision or undertake further investigation to resolve it. When an issue is so serious that it leads to a formal grievance, it’s understandable if you feel emotional. You’ll need to let your feelings out and talk through how the grievance made you feel before the decision will be made.
It may be necessary to consult with external legal advisors. It is important that you act within a set timeframe. Legal claims can’t be brought after 3 months from the date of dismissal or the date of any alleged discrimination.