Invitation to Grievance meeting template

A grievance is a concern, problem or complaint raised by an employee to management. Workplace issues such as grievances can be tricky to manage and time consuming – it’s important to take the right steps to handle the grievance correctly.

Invitation to Grievance meeting template

Whilst many grievances can be addressed informally by your employee’s manager or other member of management, if your employee is dissatisfied with the outcome, they may raise a formal grievance.

In this case, you (the employer) should deal with it formally under the formal grievance procedure. Once you’ve assigned a grievance manager to conduct the hearing, you should send your employee a formal invitation to grievance meeting letter which documents the date, time and location of the meeting and sometimes details the format of the meeting will take so that your employee knows what to expect.

You can use this template to write to your employee giving them reasonable notice of the date and time of the grievance hearing in accordance with your Grievance Policy. Non-statutory ACAS Guidance suggests that ideally the hearing should be within 5 days of receipt of the grievance.

We recommend downloading our free guide to managing grievances here before using this document.

Whilst you are welcome to use the documentation as you see fit, we strongly recommend that you take specific legal advice from the team at Primed as to the appropriateness of the documentation that you intend to issue in your particular set of circumstances. We promise we are very friendly!

In the event that you do use the documentation without first taking our advice, we need to be clear that in those circumstances, no relationship is created between you and any of the Outset Group Companies.

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  • My employee has raised concerns but does not want them investigated further. Should I investigate their concerns against their will?

    This depends on the nature of the concerns raised and will need to be assessed on a case by case basis.

    For example, if the concerns are in relation to sexual harassment or bullying being committed by another member of staff, this is unlikely to be something the employer can simply ignore.

    The employer should also be alert as to the nature of any concern raised which might constitute a whistle-blowing issue, for example, if the employee has pointed out a health and safety breach.

  • My employee raised a grievance and subsequently resigned. What does this mean for the grievance procedure?

    If your employee raised the grievance prior to their employment ending, the grievance procedure should continue unless the employee states that they wish to withdraw their grievance.

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