The following Employment precedent provides comprehensive and up to date legal information covering:
Note: this letter is drafted in general terms without a specific situation in mind. You will need to tailor the letter if advising about a specific employee on particular facts.
If the employer has its own grievance procedure, you will need to cross-refer to it throughout the letter, in relation to each stage of the procedure and in relation to any timescale set down by the procedure. If the grievance involves discrimination or bullying/harassment, then the employer’s procedures for these will also be relevant and more detailed advice included on how to handle the allegation, including possible disciplinary action against any perpetrator.
[Name and address of client]
Dear [name ]
I am writing to set out my advice regarding how to handle a grievance raised by an employee. The main reason that grievances must be handled carefully is to avoid as far as possible claims for constructive dismissal and unlawful discrimination. A key issue will be your documenting the various stages along the way, as a ‘paper trail’ can greatly assist in defending employment tribunal claims—I deal with this issue at the end of this letter. Another important factor is following [your own grievance procedure as well as complying with] the Acas Code of Practice on Disciplinary and Grievance Procedures (and the further guidance on it) [of which I enclose a copy]. An unreasonable failure by
**Trials are provided to all LexisPSL and LexisLibrary content, excluding Practice Compliance, Practice Management and Risk and Compliance, subscription packages are tailored to your specific needs. To discuss trialling these LexisPSL services please email customer service via our online form. Free trials are only available to individuals based in the UK. We may terminate this trial at any time or decide not to give a trial, for any reason. Trial includes one question to LexisAsk during the length of the trial.
To view the latest version of this document and thousands of others like it, sign-in to LexisPSL or register for a free trial.
Existing user? Sign-in
Take a free trial
The Financial Conduct Authority Handbook (FCA Handbook) includes sourcebooks to regulate the conduct of business by a regulated firm relevant to insurers: the Conduct of Business Sourcebook (COBS) and the Insurance Conduct of Business Sourcebook (ICOBS). This Practice Note considers how these
The principles of the notarial act are that it is:•an act of the notary and not of the parties named in the document•a record of a fact, event or transaction•in the form of a document, notwithstanding the form of the underlying document, fact, event or transactionThe purpose of the notarial act is
An ad hoc arbitration is any arbitration in which the parties have not selected an institution to administer the arbitration. This offers parties flexibility as to the conduct of the arbitration, but less external support for the process. It can be quicker than institutional arbitration but not if
This Practice Note provides a high-level introduction to diversity and inclusion (D&I) and key reasons why it is important to law firms. Specific aspects of D&I are covered in more detail in Practice Notes:•The growing focus on diversity and inclusion (D&I) in law firms•Unconscious bias—law
0330 161 1234
To view our latest legal guidance content,sign-in to Lexis®PSL or register for a free trial.