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When to report a grievance
When to raise a grievance, what issues you can report, when this procedure does not apply.
You can raise a grievance if you have concerns about your work, conditions, or relationships with colleagues. The council or school will aim to resolve grievances quickly and fairly.
If you’re not satisfied with the outcome, you can take your grievance to the next stage of the procedure.
Examples of issues you can raise
You can raise a grievance about:
- health and safety
- work relationships
- working environment and conditions
- discrimination
Grievances can happen at any level and apply to both managers and employees. Even if the issue involves clients or customer, it will still be taken seriously.
Employees who raise grievances will be treated fairly. If a grievance is malicious or made in bad faith, disciplinary action may follow.
When this procedure does not apply
This procedure does not apply if there is a separate process for:
- grading of a post
- bullying or harassment
- appeals against disciplinary decisions or dismissal
- non-acceptance of voluntary redundancy applications
- issues under collective negotiation or consultation with trade unions
If your grievance falls under another process, your manager will advise on the correct procedure.
Advice from HR
Further advice is available for:
- council employees - contact your Directorate HR team or use the People Management Portal
- school staff - contact your HR provider or, for faith schools, the relevant diocesan authority
When thinking about what action to take, managers should consider if they need any further advice from their senior manager.
Associated procedures
If your grievance involves multiple employees or serious issues, use the following process.
Collective grievances
If a grievance concerns more than one employee, the same procedure applies.
If employees wish, a trade union representative can raise the matter as a collective dispute under the council’s agreed process.
Wrongdoing or criminal offences
If the complaint involves alleged wrongdoing or a criminal offence by someone in the council or school:
- raise it immediately under the Confidential Reporting (Whistleblowing) Policy
- serious cases may also need to be reported to the police
Financial irregularity
If the complaint involves financial irregularity:
- report it immediately to the Executive Director, Resources before taking disciplinary action
- serious cases may also need to be reported to the police.
Safeguarding concerns
If the complaint involves suspected sexual, physical or emotional abuse of children or vulnerable adults:
- investigate under the council’s Safeguarding Procedures
- this may involve a joint approach with the police
Managers or headteachers must inform:
- the Local Authority Designated Officer (LADO) within 24 hours for child protection cases
- the Designated Adult Safeguarding Manager (DASM) for complaints involving vulnerable adults
Discrimination, bullying or harassment
Complaints about discrimination, bullying or harassment should be raised under the Report bullying and harassment: step by step.
Former employees
This procedure applies to current employees only.
It does not apply to complaints made in a resignation letter or exit interview.
Managers should still take complaints seriously and investigate potential issues raised when an employee is leaving, provided they are raised promptly. This may involve meeting with the former employee.
There is no right of appeal against any decision or action taken for former employees.
Documents
Download the grievance procedure and process map:
Document
Document