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By law, employers must give their employees a Statement of Terms and Conditions of Employment within two months of the start of their employment. Amongst other things, this must include details of your disciplinary and grievance procedures and how decisions can be appealed.

The main purpose of the grievance procedure is to give employees the opportunity to raise issues about their working relationship or their working environment. If a fair grievance procedure is not followed, this can affect the employee’s performance and their workplace relationships. It can also have a detrimental effect on their wellbeing.

Once a grievance had been raised, the employer has to follow a fair process in investigating and addressing it. If they don’t, then there could be a breach of the implied term of mutual trust and confidence between the employer and employee, perhaps resulting in a constructive dismissal claim in the employment tribunal.