The first rule of the grievance outcome letter: provide reasons for any findings, backed up by evidence. It is a common fear that putting too much in a grievance response could give the complainant an opportunity to pull the details apart. The actual danger is that if we don’t give reasons for our response at…

So, we know the importance of establishing the nature of the grievance and ensuring all of the issues are addressed. One way in which we can be confident we have responded to a grievance thoroughly and ensure the employee is satisfied it has been addressed, is by conducting a thorough grievance investigation. So, what does…

As employment law advisers, we are frequently asked about grievances and issues surrounding the grievance process, which put us to thinking: what is it about a grievance that fills us with dread, and why? We all know what we should do in an ideal world… Establish the nature of the grievance and the issues promptly…

A practical and easy to understand meeting agenda which guides you through how to open and close an investigation meeting, and all the bits in between.

So, you’re thinking about suspending an employee. Before you send them off on a paid holiday, it’s important to ensure suspension is the right way to go. Suzanne Pipe, Employment Lawyer at Vista talks us through the key considerations in this video.

When we’re supporting our clients with their workplace investigations, we find that there are three things most managers struggle with: • They aren’t clear about what it is they are actually looking in to • Once they are clear – they don’t plan their questions in a way that enables them to stay on track…

The HR investigation process can appear tricky and complex for employers. We could write plenty (and we have) about deciding what action needs to be taken when an issue comes to HR’s attention or when a complaint is made. Do employers deal with the issue formally or informally, for example. This decision alongside following the…