FAQs

What is the process for filing a workplace grievance?

Review the Policy: Check your company’s grievance procedure, usually in the employee handbook.
Informal Discussion: Try to resolve the issue informally by speaking to your manager or HR.
Formal Complaint: If unresolved, submit a formal grievance in writing, detailing the issue and any attempts to resolve it.
Investigation: HR or a designated person will investigate the grievance, gathering evidence and speaking to relevant parties.
Outcome: You’ll be informed of the outcome and any actions taken.
Appeal: If unsatisfied, you can appeal the decision following the company’s appeal process. You will be asked to provide a clear rationale on your reasons for appeal.
Ensure the grievance is documented and follow the correct steps for a fair process.

For free managers guides and templates – Disciplinary & Grievance Guide and support templates (Support section) 👉 – https://breathingspacehr.co.uk/how-to-hr/

Go back to FAQs

Other questions we get asked about Support

What are the legal requirements for redundancy pay?

Statutory redundancy pay if employees have at least 2 years of continuous service. The amount paid depends on age, years of service, and weekly salary (up to a cap). The formula is: half a week’s pay for each full year you were under 22 one week’s pay for each full year you were 22 or […]

How much notice do I need to give a leaver?

The statutory notice period in the UK depends on how long an employee has worked for their employer: 1 month to 2 years: At least one week’s notice 2 to 12 years: One week’s notice for each year of service, up to a maximum of 12 weeks 12 years or more: 12 weeks’ notice Contractual […]

Disciplinaries and grievances feel constant. How do we reduce them?

Invest in manager training, set clear expectations, keep documentation tidy, and resolve issues informally where appropriate. Consistency and early intervention prevent escalation.

What is considered workplace harassment?

Workplace harassment is any unwanted conduct related to a protected characteristic (e.g., age, race, sex, disability, religion) that creates an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment can include verbal, physical, or non-verbal behaviour and can involve bullying, inappropriate jokes, or discriminatory comments (For a free Managers Guide , go to How To HR […]

We’re a start-up with nothing in place. What’s legally essential?

Written employment contracts, core policies (disciplinary, grievance, absence, equality, data protection), Ro-work checks, payroll and auto-enrolment, Basic H&S, and compliant onboarding. Add a staff handbook as you grow.

How can I stay on top of compliance issues?

To manage compliance effectively: Hire Breathing Space to keep you on track OR failing that!Stay Informed: Regularly review industry regulations and legal updates. Train Your Team: Provide compliance training for employees and managers. Document Policies: Maintain clear policies and update them as needed. Conduct Regular Audits: Identify and address risks proactively. Seek Legal Expertise: Consult legal professionals for guidance. Use Compliance Tools: Leverage software to track deadlines and requirements.

Not found what you’re looking for? See our other categories

Attract

From CV screening and interviews  to right-to-work compliance

Engage

From goal setting to  long-term employee retention

Develop

From recognition and communication to creating a positive workplace culture.

Support

From holiday calculations and maternity leave to redundancy and grievance management

Book a free consultation