Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
In this month's feature, we set out the key considerations when developing grievance procedures including why, even in the absence of statutory requirements, it is beneficial to have a clear procedure for handling employee complaints.
We include some suggested wording around specific areas which may help in drafting your procedures but as with all company policies, it is important that this reflects your own organisation's structure and values.
What is a grievance? ⚓︎
Employees may have concerns or complaints about aspects of their work – these are grievances. For example, organisational change, new working practices or the working environment may raise concerns. An employee may wish to raise issues with their employment terms and conditions, working relationships, health and safety,
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