Grievances and disciplinaries
Support through your employer’s internal process, before it turns into something worse.
How we can help
- Advising on whether to raise a grievance and how to word it
- Preparing you for a disciplinary or grievance hearing
- Checking your employer is following its own policy and the ACAS Code
- Advising on your right to be accompanied at hearings
- Drafting appeals against warnings or dismissal
- Building a record that will support a claim later if it comes to that
What happens next
- Send us the invitation letter, the allegations and your employer’s policy.
- We’ll advise on the process, the risks and how to put your case.
- We help you prepare, and support you through the outcome and any appeal.
Fees for this work
Usually charged on a fixed fee per stage so you know what each step costs before you take it.
Common questions
Can I bring a solicitor to the hearing?
Generally you have a statutory right to be accompanied by a colleague or a trade union representative, not a solicitor. We prepare you thoroughly beforehand instead, which in practice makes more difference.
Should I raise a grievance before resigning?
Almost always yes. Resigning without raising the issue significantly weakens any later claim, and tribunals expect employees to have given the employer a chance to put things right.
What if they don't follow their own procedure?
That matters. Failure to follow a fair process, or the ACAS Code, can make a dismissal unfair and can increase compensation.
Can I appeal a written warning?
Yes, and you generally should. Unchallenged warnings sit on your record and are relied on later if further allegations arise.
Tell us what's happened
Confidential, reviewed by a solicitor, answered within one working day.