Grievance Policy - Reviewed: June 2026
In this section
- 1. Introduction
- 2. Definition
- 3. Scope
- 4. General Principles
- 5. Roles and Responsibilities
- 6. Raising a Grievance – Informal Procedure
- 7. Raising a Grievance – Formal Procedure
- 8. Grievance Meetings
- 9. Grievances from employees who have left or leave the Authority during the Procedure
- 10. Keeping Records
- 11. Training and Support
- 12. Monitoring this Policy and Procedure
- 13. Ensuring Equality of Opportunity
- APPENDIX A - The Role of the Companion
- APPENDIX B - Formal Grievance Procedure
- APPENDIX C - Preparing for a Formal Grievance Meeting – Guidance for Managers
6. Raising a Grievance – Informal Procedure
Complaints should be resolved informally, quickly and sensitively whenever this is possible.
Employees who believe they have been subject to, have witnessed or are alleged to have behaved inappropriately should refer to the Behavioural Standards in the Workplace Guidance. This guidance explains the Authority’s view regarding the standards of behaviour that employees have a right to expect and are expected to show to others. It also illustrates how to identify and deal with unacceptable behaviour.
Every effort should be made by the employee and the line manager to try and resolve the grievance informally. The employee should therefore discuss the matter with their line manager in the first instance. Where an employee has a grievance against their line manager, the employee should raise the matter informally at the next managerial level.
If an employee has difficulty explaining their grievance because of language or other difficulties then they are encouraged to seek help from a trade union representative or official, another employee or a HRBP.