What happens at a grievance hearing

A grievance hearing is a conversation, not a verdict

You have raised a grievanceA formal complaint raised by an employee against their employer, triggering a legal obligation to investigate and respond., and your employer has told you there will be a hearing. That word can sound intimidating. It should not be. A hearing is your chance to explain what happened in your own words, in a room where someone is actually listening. Nothing has been decided yet. That is the point of the meeting.

Before the hearing

Your employer has to give you enough notice to prepare. There is no fixed number of days in law, but a reasonable amount of time is expected, usually at least a few working days. You should receive:

• Written notice of the date, time, and place
• Copies of any documents your employer will refer to
• Confirmation of who will be at the meeting

Your employer should send you copies of any documents in advance, as above. If they have not, ask for them before the hearing goes ahead. You cannot respond properly to evidence you have not seen.

Your right to be accompanied

You can bring a colleague or a trade union representative. This is a legal right under the Employment Relations Act 1999, not a favour your employer is doing you. Your companion can speak on your behalf, ask questions, and confer with you privately during the meeting. They cannot answer questions for you.

Who else will be in the room

Usually a manager who has not been directly involved in the issue you raised, chairing the meeting, and someone from HR to take notes and advise on process. This is the hearing, not the investigation, so the person your grievance is about does not usually attend. If your employer’s process is different and they are expected to be there, say now if that would make the meeting unfair to you. Ask for them to be excluded, or for separate sessions.

What happens during the hearing

The structure is usually straightforward:

• The chair explains the process and confirms who is there
• You are asked to explain your grievance in your own words
• The chair and any other panel members ask questions
• The chair may refer to evidence gathered from witnesses during the earlier investigation
• You get a chance to add anything you have not covered
• The meeting is adjourned while your employer considers the outcome

You do not need a polished speech. Notes are fine. Reading directly from a written statement is fine too, if that helps you get everything out clearly.

What happens straight after

The meeting will usually end without a decision. Your employer needs time to consider what was said, sometimes to investigate further, and to put the outcome in writing. Ask how long this is expected to take. If you do not hear anything within that timeframe, follow up in writing.

Getting the outcome

You should receive the outcome in writing. It should explain what was decided, the reasoning behind it, and your right to appeal if you disagree. A verbal outcome with no follow-up letter is not good practice. Ask for one in writing if it does not arrive.

If you disagree with the outcome

You have the right to appeal. The complete guide to raising a grievance at work covers how to do that, along with what happens if the outcome does not resolve the situation. Read it before you decide your next step.