Grievance

What is a grievance?

A grievance is a complaint or issue that an employee raises with their employer, usually related to their work or working conditions.

Grievances can include issues such as discrimination, harassment, unsafe working conditions, or violations of an employee’s rights or contract. HBR’s labor research shows organizations with well-designed formal grievance processes resolve employee complaints 60% faster and experience significantly lower rates of external complaints and litigation than those without structured processes.

The process of addressing grievances typically involves the employee raising the issue to their supervisor or human resources department, and then potentially escalating the issue through a series of steps such as mediation or a formal hearing.

The goal of the grievance process is to resolve the issue in a fair and efficient manner.

Types of grievances

There are several types of Grievances that an employee may raise with their employer. Some common examples include:

1. Contractual Grievances: These are grievances related to the terms and conditions of an employee’s contract, such as disputes over pay, benefits, or working hours.
2. Discrimination Grievances: These are grievances related to discrimination based on factors such as race, gender, age, or disability.
3. Harassment Grievances: These are grievances related to unwanted or offensive behavior, such as sexual harassment or bullying.
4. Health and Safety Grievances: These are grievances related to unsafe working conditions or violations of health and safety regulations.
5. Disciplinary Grievances: These are grievances related to disciplinary actions taken by the employer, such as termination or demotion.
6. Retaliation Grievances: These are grievances related to an employee’s assertion of their rights or participation in a complaint process, and the employer’s adverse action taken against the employee.
7. Organizational Change Grievances: These are grievances related to changes in work organization or work structure such as changes in working hours, location or department.

What is the process of addressing a grievance?

The process of addressing a Grievance typically involves the following steps:

1. Informal Discussion: The employee raises the grievance to their immediate supervisor or human resources department, in an effort to resolve the issue informally.
2. Formal Grievance: If the informal discussion does not resolve the issue, the employee may submit a formal grievance in writing, outlining the details of the complaint and the desired resolution.
3. Investigation: The employer will then investigate the grievance and gather relevant information and evidence.
4. Meeting: The employee, their representative, and the employer will meet to discuss the grievance, and the employer will provide their response.
5. Appeal: If the employee is not satisfied with the employer’s response, they may have the right to appeal the decision to a higher level of management or a neutral third party.
6. Final Decision: Once the appeal process is completed, a final decision will be made, and both the employee and the employer will be informed of the outcome.

It’s important to note that the process of grievance may vary depending on the jurisdiction and the company’s policies, but the process should be fair and impartial. Some countries have laws which require the employer to have a set process in place to handle grievances and some companies have their own policies in place. A good process should provide an opportunity for an employee to raise a grievance, have it investigated and to have a decision made in a timely manner. SHRM’s employee relations guidance provides detailed grievance procedure frameworks including escalation timelines, documentation requirements, and investigation standards for both union and non-union workplace contexts.

Formal grievance processes protect organizational justice and prevent disputes from escalating to litigation. Using pre-employment assessments alongside a structured hiring plan drives results. Strong talent acquisition focused on skills-based hiring improves outcomes.

Frequently asked questions