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
7. Raising a Grievance – Formal Procedure
Stage 1
Every effort and intention will be made to resolve complaints and concerns at the informal stage as inevitably this produces better and more sustainable outcomes for all concerned. There may however be occasions where the incident or issue cannot be resolved informally then depending upon the circumstances the employee may raise the grievance formally and in writing to the next managerial level by completing the Formal Grievance Procedure Form Appendix B.
Where an employee has a grievance against their line manager and the grievance has not been resolved satisfactorily at the informal stage at the next managerial level, the employee should raise the matter formally with the Head of Service.
Where an employee has a grievance against the Chief Executive, the employee should raise the matter in writing with the Monitoring Officer.
The Manager/Head of Service must acknowledge receipt of the formal grievance within 14 calendar days. The Manager/Head of Service (or nominated representative) should invite the employee to at least one meeting at a reasonable time and place so the grievance can be discussed. This should take place as soon as possible and the employee should take all reasonable steps to attend.
The outcome of the meeting should be notified in writing to the employee within 14 calendar days.
Stage 2
If the employee is not satisfied with the outcome, they may raise the grievance formally and in writing with the Assistant Chief Executive (People, Digital and Policy) within 14 calendar days of receipt of the Manager/Head of Service’s (or nominated representative’s) formal decision. This should be done by completing the Formal Grievance Procedure Form Appendix B. The Assistant Chief Executive (People, Digital and Policy) must acknowledge receipt of the formal grievance within 14 calendar days.
The Assistant Chief Executive (People, Digital and Policy) will invite the employee to at least one stage 2 meeting at a reasonable time and place so the grievance can be discussed. The stage 2 grievance will be considered by a Director (or their nominated representative) and a HR Business Partner. The meeting should be held at a reasonable time and place. This should take place as soon as possible and the employee should take all reasonable steps to attend.
The decision at the stage 2 meeting will be final and should be notified to the employee within 14 calendar days.