Employers should be well aware of the risks that can occur if they do not deal with an employee’s grievance.

But, what about e-mails from employees, that are really conveying a moan or grumble?  The advice is that employers ignore these at their peril.  In a case, a post Christmas e-mail grumbling about a bonus could constitute a statutory grievance, even if it is written in an informal way. 

Employers should therefore check in writing with the employee, whether the employee would like to pursue his apparent complaint in a formal way. 

If this is confirmed as a formal grievance, the employer should therefore arrange a grievance hearing. 

In respect of grievances generally, any grievance which contains an allegation of discrimination or whistle blowing should be handled very carefully and with priority, not least because there is no ceiling on the amount of damages that can be awarded for these claims. 

All grievance hearings should be well documented with clear minutes.

For more information call Employment Law Advisory Services on 0161 785 2000 or visit www.employment-law.uk.com