Grievance Support Sheffield
Receiving a formal grievance is unsettling for any organisation. It can feel personal, disruptive and legally threatening — particularly in a small charity or social enterprise where relationships are close and the team is tight.
But a well-managed grievance process protects both the employee and the employer. This article covers what Sheffield organisations need to know.
What a grievance is
A grievance is a formal complaint raised by an employee about something connected to their work — their treatment, their working conditions, the behaviour of a colleague or manager, or a decision that has affected them. Employees have a legal right to raise grievances, and employers have a legal duty to deal with them properly.
Most employers follow the ACAS Code of Practice on Disciplinary and Grievance Procedures. As with disciplinary processes, Employment Tribunals take the Code into account — and can uplift compensation if an employer has unreasonably failed to follow it.
The stages of a fair grievance process
Acknowledge promptly. When a formal grievance is received, acknowledge it quickly in writing. Confirm that it will be dealt with under the grievance procedure and give the employee a clear timeline.
Investigate. Most grievances require some level of investigation before a hearing can take place — speaking to relevant witnesses, reviewing any documentation, and establishing the facts. In a small organisation, finding someone sufficiently independent to investigate can be a challenge. This is often where external support is most valuable.
The hearing. Invite the employee to a formal grievance hearing, giving them adequate notice and reminding them of their right to be accompanied. Give them the opportunity to explain their grievance fully, ask questions to clarify the position, and listen properly.
The outcome. Consider the evidence and reach a clear, reasoned outcome. Write to the employee setting out your findings and your decision — and the reasons for it.
The right of appeal. As with disciplinary processes, the employee must be offered the right to appeal. The appeal should be heard by someone not involved in the original process.
When grievances become complicated
Some grievances are straightforward. Others involve serious allegations — bullying, harassment, discrimination — that require careful handling and often an independent investigation before a hearing can take place.
Grievances raised against senior staff are particularly difficult in small organisations. The usual internal escalation route doesn't work when the complaint is about the person at the top of it. In those situations, external HR support or an independent investigator is almost always the right answer.
Grievances raised during a disciplinary process — a not uncommon tactic — require careful management to ensure both processes are handled fairly and without one contaminating the other.
The cost of getting it wrong
A poorly handled grievance doesn't just create legal risk. It damages trust, affects team morale and can accelerate the departure of a valued employee. In a tight-knit Sheffield organisation where word travels, reputational damage from a badly managed people situation can be lasting.
How King HR Advisory can help
We support Sheffield charities, social enterprises and growing organisations through grievance processes — from initial receipt and investigation through to hearing support, outcome letters and appeals. Where the grievance involves a senior member of staff or requires independent investigation, we can lead that process on your behalf.
Book a discovery call if you've received a grievance and you want to make sure it's handled correctly.