A workplace grievance is a concern, problem or complaint raised by an employee about issues affecting their work, treatment, conditions or relationships at work. Grievances may be informal or formal and can relate to matters such as bullying, discrimination, safety, workload, management decisions or breaches of policy or contract.
Employers need to recognise grievances early and respond in a prompt, fair and transparent way. Handling grievances properly helps prevent escalation, protects staff wellbeing and supports a healthy workplace culture.
An employee may lodge a complaint about a fellow employee or even a manager. This includes anything from harassment, bullying and discrimination, to issues concerning the management of employees – such as micro-management.
Grievances may be filed by an employee against another employee or an employee against their employer. Employers need to be alert about what occurs in their workplace, as grievances can take many forms and at times, the matters at hand are not too pronounced.
A grievance can be raised informally or formally. Informal concerns still require attention, but a formal grievance usually triggers a structured investigation process.It is essential to be able to recognise a grievance and treat them with fairness and offered transparency.
What are Some Examples of Workplace Grievances?
Some examples of workplace grievances include issues relating to:
Bullying and harassment
Discrimination
Workplace health and safety
Work environment
Relationships in the workplace
Organisational changes
Terms and conditions of employment
With each type of complaint, it is very important to demonstrate that, as an employer, you have:
Taken the appropriate steps to address the problematic conditions; and
Protected the employee where possible,
Been objective in your approach
Do I Need a Grievance Policy?
As an employer (particularly a small business owner), you are likely dealing with internal issues with staff on a regular basis. Having a grievances policy in place can help you deal effectively with these issues. Hence, it is highly advisable that employers maintain a current workplace grievance policy. This means a policy that:
Outlines what constitutes a workplace grievance for the purposes of communicating a clear definition to employees
Identifies a step-by-step procedure for seeking a resolution to the workplace grievance
Sets out a process after arriving at a resolution
By accomplishing the above, employers are ensuring a fair and formal process for employees to raise concerns relating to their work, working conditions, and relationships with colleagues.
Employer’s Responsibility
Workplace grievances require caution and good faith – right from the investigation through to the resolution process. Employers must investigate any grievance that involves serious misconduct, safety risks, discrimination, bullying or harassment, even if the employee prefers an informal approach. Employers have a responsibility to their employees which involves responding in a:
timely
appropriate
and fair manner
Failure to do so may create larger problems in the workplace on multiple fronts – from low staff morale to legal action. It is crucial that employers know their rights and responsibilities, as well as best practice with procedural response.
Employers should be aware that sometimes a grievance will be raised in an informal manner and the employee may not want a formal investigation, however, depending on the type of grievance and seriousness, the employer may need to follow a formal grievance procedure. For instance, in the case of sexual harassment or physical abuse. Also in some instances, it is appropriate to get the police involved.
Employers must investigate any grievance involving serious misconduct, safety risks, discrimination, bullying or harassment, even if the employee prefers an informal approach.
