Disciplinaries & Grievances

Wiltshire employment law solicitors guiding you through disciplinaries and grievances 

Wiltshire’s leading employment lawyers

Grievances & disciplinaries in the workplace

Dealing with a grievance effectively can avert tribunal claims by enabling the issue to be resolved internally.  A grievance can be any concern, problem or complaint that an employee raises with the employer.

The ACAS code sets out in detail the process and recommended procedure, but the code is detailed and requires  some reading, but of course we have done that for you and can provide detailed advice to you.

Expert advice and guidance on

Dismissals & severance deals

Ensure you know your obligations

Training and support

Empowering your business to grow

Claims and defences

Your employment law guide

Redundancies

Your local redundancies expert

Company restructuring and succession

Your definitive guide

Disciplinaries & grievances

What you need to know

Contracts and Handbooks

Your drafting experts

Performance Management, Discipline and Grievance

Support with your process

Redundancies

Your local redundancies expert

Claims and defences

Your employment law guide

Training and support

Empowering your business to grow

Dismissals & severance deals

Ensure you know your obligations

Your Employment Law and Employee Relations Update

Are you unsure of the next steps to take with your business? Want to be kept up to date with the latest employment laws? Then sign up to our Employment Bulletin for handy business insights!

Effectively using conflict to
resolve workplace disputes

Your local employment solicitor since 1882

How should an employer handle a grievance?

Well in a nutshell:

Firstly, the employee should raise the grievance in writing.

The employer should hold a meeting and investigate the complaint. At the meeting the employee is legally entitled to be accompanied by a fellow work colleague or a trade union representative if they are a member of a union.

The employee should be given sufficient time to discuss the nature of their grievance, and if appropriate the meeting should be adjourned for further investigations to take place.

After the grievance has been fully investigated a further meeting should be held to enable the employee to make any further representations and the employer to communicate its decision; this should also be followed up in writing. If the employee remains unhappy, they have a right of appeal.

Digmore Sid

Excellent service

I engaged the services of Goughs Solicitors in Trowbridge, in particular Ailie Peacock, to act on my behalf for the sale of my house. Ailie was always clear with her advice, acted in a timely manor and answered any questions I had almost immediately. She was very proactive in dealing with the other parties involved in a slightly convoluted chain.

Ailie also managed a very late request from our buyers with calm efficiency and the utmost professionalism. The end result was a smooth sale and completion, with remarkably little stress on our part. I would not hesitate from using them again.

2021-02-27

Margaret Wilson

Clear concise advice

Quick response to e-mails or phone calls. Will certainly use again in the near future. Clear concise advice patiently given!

2021-03-09

Mr Ian Liddle

Excellent service

Excellent service as usual.

2021-04-01

Alan

Superb once again.

Superb once again. Goughs provides outstanding service... professional in getting the job done and conducted with grace and care. Thank you Goughs!

2021-04-01

Ashley Stone

Rhianna Cole

The solicitor I dealt with at Goughs, Rhianna Cole, was an absolute star, I cannot fault her in any way at all. She made everything in the situation I was in so easy to understand, and she guided me through an extremely stressful time, with extreme professionalism, yet a very personal and sensitive touch. Can't big them up enough.

HIGHLY RECOMMENDED.

2021-04-01

Matt Saunders

Made first-time buying a (relatively) simple process!

Sophie was very attentive and responsive and understood the need to act quickly in regard to our purchase process. She was diligent with the paperwork and was very easy to talk to and clear at explaining what was required in terms of action from our side and from the seller.

2021-04-08

Testimonials

Nicolas Bracegirdle

All were welcoming and pleasant and dealt with my queries instantly. Nadine Cook who handled the conveyancing was absolutely outstanding in her pursuit of excellence. I commend her as one of the best and she has my everlasting thanks

2021-07-19

David Humphries

Donna was always available on the phone and was always helpful, a very friendly welcome. I had very regular updates and nothing was too much trouble.

2021-07-19

Ali Joy

Since working with Nadine - excellent service, Thank you Nadine, good service as expected.

2021-07-19

Judith Orzechowski

Sarah was very thorough and kept in touch with us all the way through the process. Very glad we went with Goughs and hopefully Sarah will be assisting my parents with their property regarding Land Registry

2021-07-19

Sarah Taylor

Nadine was fantastic, by far the best conveyancing process we’ve ever experienced, would recommend her to anyone. She was professional and communicative at all times, thank you

2021-07-19

A Clark

Nadine said at the beginning that she was proactive, easy to say, but she proved to be so.  She dealt with all matters efficiently by e-mail and e-letter. I also had two face to face meetings and she took the time to explain things clearly which is important.  Very happy with the service provided.

2021-07-19

Your employment law questions answered

Yes, it is a statutory requirement and we encourage all employers to have a written grievance policy, albeit we would advise that this should not be contractual. This will ensure that all parties are aware of the procedure and will protect you from a further complaint should the procedure fail to adhere to the letter of the law.

Disciplinary action may be required for a variety of reasons. It could be as a result of poor performance or unsatisfactory attendance. Alternatively the employee may be suspected of committing an act of misconduct, which if sufficiently gross, could result in dismissal.

In each instance, the employer must be able to demonstrate that they followed a fair procedure, and the decision to invoke a disciplinary sanction was reasonable in all the circumstances.

Many factors can be considered when assessing the reasonableness of a decision to discipline.

For example, the seriousness of the matter, whether the employee has been subject to a previous disciplinary process or has an active disciplinary warning in place and breach of rules or protocols are but a few.

At Goughs, our employment specialists can draft and tailor contracts and policies to fit your business needs, whilst ensuring they are reasonable and enforceable. We can help with both writing and reviewing existing contracts and advising on breach of employment contract issues. 

We have built up many years of experience and our team not only offer advice to businesses but also advise on broader business planning issues and sit on various advisory boards, ensuring that our advice and expertise looks beyond the contract itself and ensures all advice really is in the best interest of the future of the business.

Why you should put your
business in Gough's hands

Locality

With offices throughout Wiltshire, we are here for face to face, or virtual appointments at a time to suit you.

Knowledge

We draw from a wide range of disciplines to support you in keeping your business moving forward.

Experience

Goughs have been providing legal services to businesses across the south west since 1882.

Your employment law team

Rebecca Dennis

Senior Associate, Head of Employment

Rebecca's professional background is unique in that she worked for more than 20 years as a barrister providing legal advice, drafting and advocacy for her clients and more recently provided specialist trouble-shooting services on employment law and employee relations at a leading international HR outsourcing company. She is now proud to lead the Employment Department at Goughs.

Kevin Basnett

Managing Partner

As the firm's managing partner Kevin deals with employment law matters in a pragmatic and logical manner to offer realistic, fair and reasonable recommendations to all clients.

Related Pages

The purpose and importance of an employment contract

Your definitive guide

Disciplinary and grievance procedures

Everything you need to know

Training & Support

Redundancies

Performance & Management

Company restructuring, reorganisation and succession

Redundancies, Dismissals & Your Rights

Contracts for Employees

Why wait? Let's talk

Fill out the form below and we will get back to you!