Employers should have a grievance procedure which complies with the ACAS Code of Practice on Disciplinary and Grievance Procedures, and place it somewhere accessible to the workforce, preferably in an employee handbook. Although it is not formal legislation, employment tribunals are bound by law to follow to the authoritative advice given in the Code of Practice when qualifying a tribunal claim. “The law and Acas Code of Practice on disciplinary and grievance procedures still apply during the coronavirus (COVID-19) pandemic. The employer should allow employees enough time to prepare for the meeting. The Acas Code of Practice provides a course of action for employees with a workplace complaint which cannot be resolved through normal communications with a line manager. You might have your own code or policy with some differences that better suits your workplace. By law employers must set out a grievance procedure and share it in writing with all employees, eg in their statement of employment or staff handbook. The Acas grievance code of practice sets out clear and transparent procedures for raising and dealing with complaints to ensure everyone is treated fairly and reasonably and in the same way in similar circumstances. The Acas Code of Practice on Disciplinary and Grievance Procedures provides essential guidelines for employment tribunals to follow during a disciplinary or grievance procedure. This is available here, and set out below. Q: Why write a grievance letter to your employer at all, why not just express your grievances verbally? You and your employer should follow the Acas code of practice on disciplinary and grievance procedures. If you fail to follow the ACAS Code of Practice, an Employment Tribunal could reduce your claim by 25%. Why give your employer this opportunity? The revised Acas Code of Practice on Disciplinary and Grievance Procedures has been published. ACAS has produced guidance on Disciplinary and grievance procedures during the coronavirus pandemic. A: The ACAS Code of Practice are written guidelines for both employers and employees’ to follow. The Acas code of practice on disciplinary and grievance procedures states that an employee should be given a statutory right to be accompanied by a companion at a grievance meeting. This includes while social distancing and lockdown measures are in place. The employee should be asked how he or she thinks the grievance should be resolved and what outcome he or she is seeking. Acas publishes coronavirus disciplinary and grievance guidance. Employers need to consider whether it is fair or reasonable to conduct a disciplinary or grievance procedure while staff are working from home, following social distancing guidelines at work, or are on furlough. ACAS remind employers that disciplinary and grievance procedures can be stressful in normal times and that employees might be facing heightened stress levels during this pandemic. It comes into effect on 6th April 2009 when the statutory dismissal and grievance procedures … Grievance procedure. The employer can arrange for someone not involved in the grievance to: take notes at the meeting. Most employers now have well-drafted grievance procedures in place and are aware of the importance of following the “Acas code of practice on disciplinary and grievance procedures”. The employer needs to decide if … When an employee raises a formal grievance, the employer should arrange to hold a meeting within 5 working days ideally. The Acas Code of Practice on disciplinary and grievance procedures is the minimum a workplace must follow. act as a witness if necessary. The ACAS Code of Practice on …