Employee Relations Services > Grievances, Investigations, Hearings + Appeals
Expert support for managing the grievance procedure at work
Handle workplace grievances with fairness, care, and legal confidence
A well-managed grievance procedure is essential for maintaining trust and protecting your business. Businesses are often faced formal complaints, complex workplace investigations, and sensitive appeals which is why we provide impartial, professional support to ensure the entire grievance process is handled with clarity and legal compliance.
We work alongside your internal team — or act as your external investigator — to help manage grievances fairly and avoid unnecessary escalation.
What is a grievance at work?
A grievance at work is a formal concern raised by an employee about a problem they’re experiencing — this could relate to bullying, discrimination, unfair treatment, conflicts with colleagues, or breaches of policy.
Understanding what a grievance at work involves is key to responding appropriately, protecting employee rights, and maintaining a positive workplace culture.
Why following a clear grievance procedure matters
Ensures legal compliance with UK employment law
Demonstrates fairness, transparency, and organisational accountability
Reduces risk of escalation to tribunal or reputational damage
Protects employee wellbeing and strengthens workplace culture
How we help you manage the grievance process
Our support can be tailored to your situation, but the typical grievance process includes:
1. Grievance raised
The employee submits a written grievance, clearly outlining their concerns.
2. Acknowledgement and policy review
HR acknowledges the grievance and provides the company’s grievance procedure. The complaint is reviewed to decide whether an informal or formal approach is required.
3. Investigation
An impartial investigator is appointed to gather evidence — this includes interviews with the complainant, witnesses, and those involved, as well as reviewing relevant documents.
4. Report and hearing
A formal report is produced and presented at a grievance hearing, chaired by a neutral decision-maker. The employee is invited in writing and given a chance to present their case.
5. Outcome and appeal
An outcome is shared in writing. If the employee appeals, a different, impartial manager is appointed to hear the case and deliver a final decision.
Support for every kind of workplace grievance
We regularly assist with:
Grievances involving senior leaders
Small businesses with no internal HR capacity
Highly sensitive or reputationally complex cases
Investigations where neutrality is critical
Need support managing a grievance at work?
We’ll guide you through the process with clarity and confidence — protecting your people and your business every step of the way.
Contact Us
Interested in working together? Fill out some info and we will be in touch shortly. We can’t wait to hear from you!
Aliya Vigor-Robertson
Founding Partner
+44 7979 498 455
aliya@journeyhr.com
Sue Shaw
Founding Partner
+44 7939 992 801
sue@journeyhr.com
Location
JourneyHR
5th Floor, High Holborn House
52–54 High Holborn
London WC1V 6RL
Office Hours
Monday–Friday
9am–5.30pm