Is it worth raising a grievance at work?
It is normally in the best interests of you as an employee or worker to raise a grievance at work if you feel that you have been treated unfairly and/or discriminated against. By starting the process with an informal discussion, you may find that your employer is willing to listen and improve the situation
If you are the subject of disciplinary proceedings or intend to file a grievance about treatment at work, your employer should follow its disciplinary or its grievance procedure. You should be able to find details of your employer’s grievance and disciplinary procedures in your Company Handbook, HR or Personnel manual, or in your contract of employment.
We can help you to present your case to best effect at any hearing and/or appeal to include preparing a witness statement and also collating relevant supporting evidence. We can also advise you on proposing or negotiating a settlement with your employer and, tactically, whether and when you may decide to resign from your job.
Can I be sacked for raising a grievance?
If an employer victimises an employee as a result of that employee having raised a grievance, then it is possible for that employee to take legal action against them which could include an Employment Tribunal claim under the Equality Act 2010. If you have been sacked as a result of raising a grievance, please contact us for further advice.
