Report a formal grievance

If informal steps don't resolve the issue, you can report a formal grievance by sending it in writing and attending a meeting to discuss it.

How to raise a formal grievance

Send your written grievance to:

• your line manager
• their immediate line manager if the grievance is about your manager
• the Chair of Governors or the Director of Children’s Services, if the grievance concerns school management operations or the governing body and does not involve other staff

What to include in your grievance

Your written grievance should include:

• why you are raising a formal grievance and the nature of the issue
• the outcome or resolution you are seeking (must be reasonably achievable)

If this information is unclear, the manager or headteacher will contact you before arranging a meeting.

What happens next

The manager or headteacher will:

• acknowledge receipt within 5 working days
• arrange a meeting within 5 working days
• confirm your right to be accompanied by a trade union representative or work colleague
• in schools, this will be a meeting of the Governing Body Committee

The purpose of the meeting is to discuss your grievance and try to resolve the matter. A grievance meeting is not the same as a disciplinary meeting

A template agenda for a grievance meeting is available.

Formal grievance meetings

Managers should consider:

• arranging someone independent to take notes
• whether a manager or headteacher needs to attend to provide further information
• checking if similar grievances have occurred before, how they were resolved, and any follow-up action
• arranging an interpreter or adjustments if required
• whether to offer independent mediation
• appointing an investigation officer for complex cases

Support and reasonable adjustments

Managers must make reasonable adjustments and ensure fairness when managing grievances. Reasonable adjustments may be needed for employees with a disability and possibly for their representative or co-worker. Examples include:

• providing a support worker or advocate
• arranging an interpreter
• offering flexibility in meeting dates and venues
• rearranging dates due to ill health

People First provides the council’s advocacy service. You can contact the Advocacy Helpline.

Telephone: 03003 038 037

Managers should seek advice from the council's Equalities Officer or their HR provider for details of suitable advocacy services.

Managers and headteachers must ensure discrimination does not affect how grievances are handled.

Adjournments and further checks

It is good practice to adjourn before making a decision. This allows time for reflection and further checks if needed.

If further checking is required, the manager, headteacher or Chair of Governors must:

• give this the highest priority
• complete checks without undue delay
• reconvene the meeting and advise the employee of the outcome

After the meeting

The manager or committee must set out the decision in writing within 5 working days. The response must include:

• a copy of the key points from the grievance meeting
• any action to be taken
• the employee's right of appeal

This includes:

• who the appeal should be made to
• stating that the appeal should be in writing
• explaining that it should set out the specific grounds of appeal
• giving the time limit for appealing (5 working days)

If the grievance is not upheld, explain the reasons clearly.

If the grievance highlights issues with policies, procedures or conduct, address them as soon as possible.

The manager or headteacher must monitor and review any action taken to ensure it resolves the issue effectively.