A template grievance policy and procedure for a company in England & Wales, aligned with the ACAS Code of Practice on Disciplinary and Grievance Procedures. It explains how employees can raise concerns and how they will be handled.
How to use this template - Replace every
[SQUARE-BRACKET]field before use. - Following the ACAS Code matters: a tribunal can adjust compensation by up to 25% where it is unreasonably ignored. - Keep this consistent with your disciplinary policy and contracts. It is not part of the contract of employment and may be amended. - Have a solicitor or HR adviser review before issuing.
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[COMPANY NAME] Grievance Policy and Procedure
1. Purpose and scope. This policy explains how to raise a grievance, a concern, problem or complaint about your work, working conditions, or relationships at work. It applies to all [employees]. We aim to resolve grievances fairly, consistently and promptly.
2. Informal resolution. Wherever possible, raise the issue informally first with your [line manager / [ROLE]], who will try to resolve it. Many concerns can be sorted out this way.
3. Raising a formal grievance. If the matter is serious or cannot be resolved informally, put your grievance in writing to [ROLE], setting out the nature of the grievance, relevant facts and dates, and what outcome you are seeking.
4. Grievance meeting. We will arrange a meeting without unreasonable delay to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative. We may adjourn to investigate if needed.
5. Investigation. We will carry out any necessary investigation fairly and gather relevant information before reaching a decision.
6. Decision. We will give you our decision in writing, without unreasonable delay, explaining the outcome and any action we intend to take.
7. Appeal. If you are not satisfied, you may appeal in writing to [ROLE] within [NUMBER] working days, stating your grounds. The appeal will, where possible, be heard by someone not previously involved, and you may be accompanied. The appeal decision is final and will be confirmed in writing.
8. Overlap with disciplinary cases. If you raise a grievance during a disciplinary process, we may pause the disciplinary process to deal with the grievance, or deal with both together where they are related.
9. Confidentiality. Grievances are handled as confidentially as possible and in line with data protection law. You will not be treated less favourably for raising a genuine grievance in good faith.
10. Review. This policy is reviewed every [NUMBER] months and may be amended. It does not form part of any contract of employment.
--- This template is a starting point and not legal advice. Have a qualified solicitor or HR adviser review and adapt it before use. Governing law: England & Wales.