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Grievance Support for Employers
Take employee complaints seriously and resolve them fairly, from informal concerns to formal grievances, investigations and appeals, with expert HR support at every step.
Grievance support
Handle Grievances Fairly and Confidently
When an employee raises a grievance, how you respond matters. Handled well, it can resolve a problem and rebuild trust. Handled badly, it can lead to resignations, claims and a damaged team.
Clearpath UK helps you respond to every grievance properly, from informal concerns to formal investigations and hearings. We make sure the process is fair, impartial, well documented and in line with the Acas Code of Practice.
Choosing the right route
Informal or Formal?
Many concerns can be resolved quickly and informally. Others need a formal process. We help you decide which is right.
Informal resolution
A conversation, facilitated discussion or mediation to resolve a concern early, before it escalates.
WHAT TO KNOW
Formal grievance
A written complaint dealt with through your grievance procedure, with an investigation, meeting and written outcome.
WHAT TO KNOW
How we support you
How We Come In and Support You
Every grievance is different, so you choose how involved we are. We can advise your managers or handle the whole process independently.
We advise
You run it, we’re in your corner
Expert guidance by phone and email while your managers handle the grievance.
- Step-by-step process plan
- Template letters and scripts
- Advice whenever questions come up
We guide
We work alongside your team
An HR adviser plans each stage with you and prepares the paperwork.
- Everything in We advise
- Tailored letters and meeting packs
- Manager briefings before every meeting
We run it for you
Independent and impartial
We manage the whole process, including investigations and meetings, on site or remotely.
- Everything in We guide
- Independent investigations
- Independent appeal hearings
Step by step
A Fair Process: Before, During and After
Most grievances follow the same stages. Following them carefully is what makes the outcome fair and credible.
Understanding the concern
Investigation and meeting
Outcome and appeal
Avoid costly mistakes
Common Grievance Pitfalls
Grievances that are ignored, delayed or handled unfairly often escalate into resignations and tribunal claims. These are the mistakes we see most.
If the complaint is about the employee’s own manager, someone else should hear it. In smaller businesses, an independent HR adviser can hear the grievance impartially.
Ignoring or delaying it
Slow responses make employees feel unheard and can support a constructive dismissal claim.
A poor investigation
Deciding without speaking to witnesses or reviewing the evidence undermines the outcome.
The wrong person hearing it
The manager hearing the grievance should be impartial and not involved in the complaint.
Refusing a companion
Workers have a legal right to be accompanied at a formal grievance meeting by a colleague or trade union representative.
No written outcome
The employee should receive a clear written outcome explaining the decision and any actions.
No right of appeal
Every grievance outcome should come with the right to appeal, heard by someone different.
Mediation
Resolve Disputes Before They Escalate
When a working relationship breaks down, a formal grievance isn’t always the best answer. Mediation brings both sides together with an independent mediator to find a practical way forward, confidentially and without blame.
Mediation can help with
Extra care needed
Grievances That Need Extra Care
Some grievances carry a higher legal risk or need particularly sensitive handling. Taking advice early helps.
Harassment and discrimination
Complaints of harassment, bullying or discrimination need prompt, thorough and confidential investigation, and support for the person raising them.
Whistleblowing
If the grievance includes concerns about wrongdoing, the employee may be protected as a whistleblower.
Grievances during a disciplinary
Where a grievance overlaps with a disciplinary, it may be sensible to pause, or deal with both together.
Collective grievances
Where several employees raise the same issue, or a trade union raises it for them, it can often be dealt with together.
Employees who have left
Grievances from former employees may still point to a claim, so they should be taken seriously.
Constructive dismissal
When a Grievance Becomes a Claim
If an employee feels their complaint has been ignored or handled unfairly, they may resign and claim constructive dismissal, arguing that your actions left them no choice. Handling grievances properly is one of the best ways to prevent this.
Warning signs
- A grievance left unanswered or delayed for weeks
- Complaints of bullying or harassment not investigated
- Changes to pay, hours or duties made without agreement
- The employee being sidelined or treated differently after complaining
- An appeal that is refused or never heard
How to reduce the risk
- Acknowledge every grievance promptly and take it seriously
- Investigate fairly, with an impartial manager or adviser
- Keep the employee updated and record each step
- Agree changes to terms rather than imposing them
- Offer mediation where the relationship has broken down
Changes that raise the stakes
- From 1 October 2026, employees have six months, rather than three, to bring most tribunal claims
- From October 2026, employers must take all reasonable steps to prevent sexual harassment, including by third parties
- From 1 January 2027, the qualifying period for unfair dismissal, including constructive dismissal, falls to six months
Example case
A Director Dispute Between Two Brothers, Resolved
Two brothers running a family business together as directors had fallen out, and the dispute was starting to affect the business, the team and the family.
The relationship between the two directors had broken down. Both needed a fair way forward that protected the business and their relationship.
We arranged mediation, speaking to each brother separately before bringing them together to talk through the issues openly and agree what should happen next.
The brothers reached an agreement, formalised through a share purchase agreement, and both parties were able to move on.
What we deliver
Your Grievance Toolkit
Whichever level of support you choose, we can prepare every document you need, tailored to your business and ready to use.
Acas Code compliant · Impartial · Ready to useYou may also need
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What Our Clients Say
First Class in Every Aspect
“Absolutely first class with help in every aspect of my business. The knowledge and time invested in me and my business has been exceptional.”
Kept Informed Throughout
“I had an excellent experience with Clearpath. The team was professional, supportive, and kept me informed throughout the recruitment process.”
Long-Term Sickness Resolved
“We spoke to Clearpath in relation to one of our staff who was on long term sick, Clearpath supported us with our difficulties and provided a resolution. Highly recommended.”
Let’s Get Started: Contact Clearpath UK Today
Ready to create a positive, high-performance work environment? Contact our expert team to discuss how we can help.
Book your free consultation today — we’re excited to help your business thrive.
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Frequently Asked Questions
How quickly should we respond to a grievance?
Without unreasonable delay. Acknowledge it promptly, then arrange a meeting as soon as you reasonably can. Your grievance policy may set out timescales.
Can an employee bring someone to a grievance meeting?
Yes. Workers have a legal right to be accompanied by a colleague or trade union representative at a formal grievance meeting about a duty you owe them.
What if the grievance is about their manager?
Someone who isn’t involved should hear it. In smaller businesses, an independent HR adviser can hear the grievance so the process is impartial.
Do we have to uphold the grievance?
No. You need to investigate properly and reach a reasonable decision based on the evidence. The outcome may uphold the grievance in full, in part or not at all.
Can you investigate or hear the grievance independently?
Yes. We can carry out independent investigations and hear grievances or appeals on your behalf, on site or remotely.