IWG Testimonials

You were brilliant on that deal and we were really impressed.

Clients advised by Paul Sheeter, Daniel Shein and Jahmaya Burke

Thanks for all your help and assistance. I am delighted we got a result in the end.

Client advised by David Ingram and Richard Cornwell-Lyne

Thank you for all your support as ever, calm, strong, always well considered advice.

Client Advised by Michael Clinch

A MASSIVE BIG THANK YOU TO YOU ALL

This has definitely been a process. Could not have done it without all your help, patience and assistance

Client advised by Paul Gorman

I’m much obliged and truly grateful for your diligence and persistence, through all the twists and turns. It was always reassuring to know your thoughts, and I think it might have been much rockier without you.

Client advised by Paul Gorman

Just wanted to say thank you for nursing along a somewhat difficult transaction.

Your patience and direction are much appreciated.  It all ended well.

Client advised by Daniel Ginsbury

Legal Rockstars!

I’m indebted to you all. Thank you all for your immense contribution in getting the deal over the line today!

Phenomenal job guys!

Client advised by Paul Gorman and Paul Sheeter

Thanks for all your hard work and endeavour, David.

A true war of attrition but a good win in the end all things considered.

Client Advised by David Ingram

Well done Oliver and thank you so much for handling this so efficiently – very impressed !!

Client advised by Oliver Grisenthwaite

This is just a brief note to say……..Thank you.

I could not have done any of this without you and have been blown away by your thoroughness, professionalism, commitment to detail on behalf of your clients and your ability to go above and beyond what is required.

It has been an incredible experience working with you in completing this deal and I count it privilege to have been introduced to you.

One thing is for certain- you are doing the next deal whether you like it or not!

Client advised by Geraldine Paletz

I would like to take this opportunity to thank you for your work for us so far.  These deals have taken a huge amount off our plates and even though there is a way to go …. we appreciate your help getting to this point.

Client advised by Michael Clinch

Thank you so much for all your work in preparing this latest settlement agreement. And doing so for the charity on a pro bono basis. Your help, support and counsel together with Divyesh has been invaluable to us at a very challenging time for Rays of Sunshine. We do not underestimate the amount of effort and time you have donated to us. Goodwill and help from kind (and talented) people like you and your firm IWG makes such a difference to us. You’re the unsung heroes!

Rays of Sunshine Children’s Charity advised by Elizabeth Bartle and Divyesh Patel

We are really excited this is the first time we are experiencing such an adventure. It wouldn’t have happened without you.

Thanks a lot !!!

Client advised by Paul Sheeter

A note of thanks for your recent communication via my colleague Paul.

I appreciate your support in this matter, thank you.

Excellent service and valuable comfort provided throughout the process.

Client advised by Michael Clinch, Will Searle and Hope Rhule

“to express our appreciation for Oliver’s  hard work and commitment, at very short notice, way beyond the call of regular duty, on Wednesday, to secure the exchange of contracts

Oliver was as always consistently courteous and careful in making sure that he was giving us excellent advice and  carrying out our instructions

Thank you Oliver”

Client advised by Oliver Grisenthwaite

Thank you so much for handling this transaction so well and I am pleased that all went smoothly and hick-up free. I am sure we will speak again when our next property issue comes up.

Client advised by Maria Guida

Thanks Paul much appreciate your support during this process.

Client advised by Paul Sheeter

It has been a pleasure working with your team. They are all very nice. 

Client advised by Destiny Dixon and Paul Gorman

Dealing with employee grievances can sometimes seem like a thankless drain on a business’s management and resources. But a prompt investigation could uncover inappropriate behaviour or poor management that needs to be nipped in the bud, avoiding bigger problems down the line and reputational risk for the organisation.

Employers must comply with the Acas Code of Practice on Disciplinary and Grievance Procedures (the Code), which sets out the basic steps and principles for dealing with a grievance.

‘While this encourages employers to ‘have a quiet word’, investing time and resources in dealing with a grievance can pay off in the longer term,’ explains Elizabeth Bartle a partner in the employment team with Ingram Winter Green Solicitors. ‘An informal approach could backfire as the employee may feel their concerns have not been taken seriously and this in itself could be an act of discrimination.’

Elizabeth sets out why employers should take grievances seriously from the outset and how to take a proportionate approach, as well as highlighting the legal protection given to some employees who raise a grievance.

When is a grumble a grievance?

If an employee raises a grievance, the employer should not dismiss it just because it may seem petty or insignificant. Generally, any grumble raised as a grievance should be treated as a grievance. In rare cases, it may be legitimate to not look into a grievance if it is vexatious or in bad faith, but please speak to us first. If the grievance seems like a minor grumble that could be resolved informally, employers should try this first.

Care should be taken if the allegation is potentially serious, for example sexual harassment. How the employee perceives the behaviour is an important factor in considering if conduct is harassment or not. Just because it appears to the employer to be a ‘bit of harmless fun’ does not mean a tribunal will agree. Employers should err on the side of caution by looking into the grievance and hearing from the employee how they have been affected. Care should also be taken if the employee is raising an issue that could give them protection as a whistle-blower. We can advise you on how to respond.

In some circumstances, if an employee keeps grumbling about an issue, it can be sensible to suggest the employee brings a formal grievance or that they drop it. In rare circumstances, instigating the grievance procedure on the employee’s behalf can help close down an issue. Once the grievance procedure has been exhausted, it will usually be reasonable to tell the employee that the issue is closed.

If an employee raises a complaint about an ongoing disciplinary procedure against them, in many cases you will not need to open up a fresh grievance process. We can advise you on whether the complaint can be safely fed into the disciplinary procedure.

What are the risks of not looking into a grievance?

Employees have a right to redress of a work-place grievance. If the grievance is ignored or only considered very superficially, this can give the employee the option to resign and claim constructive unfair dismissal. In most cases, the employee needs two years’ service for this. However, depending on the background, employees may also be able to argue that the failure to deal with a grievance properly is discriminatory or is a detriment for blowing the whistle, in which case the employee would not need to have two years’ service to bring an unfair dismissal claim.

Employers who do not follow the steps and principles set out in the Acas Code, risk the tribunal increasing the employee’s award by up to 25 per cent. This applies to claims such as discrimination, disputes over pay and detriment as a whistle-blower.

Do we have to investigate?

Most grievances need at least a brief investigation. Unless you carry out a reasonable investigation, the employee can argue that they were not given a reasonable chance for redress of their grievance. This could lead to a constructive dismissal claim.

How far do we have to investigate?

This will always be a balancing act. On the one hand, employers should deal with grievances promptly to comply with the Code and to ensure the fair treatment of the complainant and any employees named in the grievance. On the other hand, the investigation needs to be thorough enough so that the manager deciding on the grievance can reach a reasoned view.

A desk-top investigation may be sufficient, for example into a pay error. In dealing with more complex allegations, such as of bullying and harassment, a reasonable investigation is likely to involve interviewing individuals.

What can we do if the grievance is unfounded?

Grievances can be very damaging to working relationships. If the employer dismisses the grievance, the employer should pause for thought before dismissing an employee due the breakdown in relationships caused by the grievance. If the employee alleged discrimination, they will be protected from victimisation including dismissal because they raised a grievance. Sometimes it will be possible to fairly dismiss in these circumstances, but please speak to us first to help you navigate your way through this. Similarly, employers can take action if grievances have been brought in bad faith or are vexatious. Again, this needs careful consideration.

How we can help

Employee grievances will crop up from time to time, and handling them effectively can really pay off. Dealing with these carefully, and the fall-out from grievances, can require careful management.

Sometimes employees bring a grievance to use as leverage in negotiations for an exit payment. Promptly and effectively dealing with the grievance can strengthen the employer’s bargaining position.

We are highly experienced in these areas and can support you in managing the risks. For further information, please contact Elizabeth Bartle in the employment team on 020 7845 7400 or email elizabethbartle@iwg.co.uk.   Ingram Winter Green has offices in London.

This article is for general information only and does not constitute legal or professional advice. Please note that the law may have changed since this article was published.

An employer’s guide to taking grievances seriously

Thank you so much for being super quick on this and on getting the exchange over the line.  You have been very approachable throughout which is much appreciated.

Client advised by Maria Guida