Cookies

We use cookies to help us provide you with the best experience, improve and tailor our services, and carry out our marketing activities. For more information, including how to manage your cookie settings, see our privacy notice.

OK

Skip to content. | Skip to navigation

We’ve made our member-only resources free to everyone because of the current situation. We think it’s important people have the guidance they need to run their organisations during this time.

If you want to find out more about how you can volunteer to help deal with coronavirus, see our volunteering and coronavirus page.

If you are looking for advice on coronavirus and your charity, please see our dedicated coronavirus page.

Community-made content which you can improve Case study from our community

Grievance procedure

This page is free to all
An example grievance procedure.

This page is available to all but will become member-only again on 28 September 2020

You will need to be an NCVO member to view this page after this date. If you aren’t an NCVO member, find out more about membership. If you’re not sure, please email our membership team.

For more information, sign up to our mailing list.

Below is an example of a grievance procedure, designed for a small not-for-profit employer that is adhering to statutory minimum requirements. It does not constitute legal advice.

The procedure is taken from Acas guidance on disciplinary and grievance procedures

As with all policies it should be consistent with your terms and conditions of employment as well as your culture and aspirations. There is no one-size-fits-all.

Download a Microsoft Word version of this example policy (Word, 60KB)

Example policy

Dealing with grievances informally

If you have a grievance or complaint to do with your work or the people you work with you should, wherever possible, start by talking it over with your manager. You may be able to agree a solution informally between you.

Formal grievance

If the matter is serious and/or you wish to raise the matter formally you should set out the grievance in writing to your manager. You should stick to the facts and avoid language that is insulting or abusive.

Where your grievance is against your manager and you feel unable to approach him or her you should talk to another manager.

Grievance hearing

Your manager will call you to a meeting, normally within five days, to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative at this meeting if you make a reasonable request.

After the meeting the manager will give you a decision in writing, normally within 24 hours.  If it is necessary to gather further information before making a decision your manger will inform you of this and the likely timescale involved.

Appeal

If you are unhappy with your manager’s decision and you wish to appeal you should let your manager know.

You will be invited to an appeal meeting, normally within five days, and your appeal will be heard by a more senior manager (or the company owner). You have the right to be accompanied by a colleague or trade union representative at this meeting if you make a reasonable request.

After the meeting the manager will give you a decision, normally within 24 hours. The manager’s decision is final.

Download a Microsoft Word version of this example policy (Word, 60KB)

Page last edited Sep 21, 2020

Help us to improve this page – give us feedback.