At Thrive Law, we believe that a positive workplace culture is built on trust, communication, and respect. Most concerns can be resolved informally when issues are identified early and conversations are handled sensitively. However, sometimes problems arise that cannot be resolved without a more formal approach. In those situations, it’s important that both employers and employees understand the grievance process and their rights and responsibilities within it.

What Is a Grievance?

A grievance is a formal way for an employee to raise concerns about issues they are experiencing at work. These concerns may relate to:

• Treatment by managers or colleagues
• Pay or contractual issues
• Workload or working conditions
• Bullying or harassment
• Discrimination
• Health and safety concerns
• Whistleblowing or wider workplace culture issues, although these may be dealt with under a different policy or process.

An effective grievance process ensures issues are addressed fairly, promptly, and transparently.

How We Support Employers

We help employers not only manage grievances, but reduce the likelihood of them arising in the first place. We can support you to:

• Build strong workplace culture strategies that encourage open communication
• Draft and maintain clear grievance policies and employee handbooks
• Advise on the correct process when a grievance is raised
• Guide or train managers on sensitive handling of employee concerns
• Review or support internal investigations and meeting structures
• Draft or review grievance outcome letters

Where needed, as part of our Outsourced HR Support, we can also provide an independent consultant to conduct investigations or hearings on your behalf – offering impartiality, professionalism, and reduced internal risk.

Handling grievances well can protect employee wellbeing, preserve working relationships, and significantly reduce exposure to legal claims.

How We Support Employees

If you feel you have been treated unfairly or have ongoing concerns at work, we can help you:

• Understand your rights and whether you have grounds for a formal grievance
• Draft the grievance in a clear, structured and effective way
• Navigate internal grievance meetings and hearings
• Review any outcome and advise on next steps
• Consider escalation routes if necessary – including claims for discrimination, whistleblowing detriment, or constructive dismissal

A well-presented grievance often supports resolution more quickly, reduces stress, and can prevent matters escalating unnecessarily.