There are a number of possible reasons why an employee may have a grievance with their employer, including discrimination, unfair pay, the terms of employment, working conditions, statutory employment rights or disagreements with colleagues.
While there is no set legally-binding procedure for dealing with such grievances, they must be dealt with in line with the principles of the Acas Code of Practice.
This code states that issues should first be discussed directly with the employer in an informal manner before using their formal grievance procedures. While these will vary from employer to employer, they need to be available to employees in writing, either in their employment contract or handbook, on the company’s intranet site or in the Human Resources personnel manual.
The grievance needs to be set out in writing before being discussed at a formal meeting with the employer, who will then provide a written response as to how the grievance will be resolved. If you are unsatisfied with this decision, then you have the right to appeal in writing, and your employer must arrange another meeting.
If this does not provide a satisfactory outcome, you may want to consider taking your grievance to an Employment Tribunal, so that it can be assessed by an independent judicial body.