Examples of Grievance Outcomes

A grievance is a formal complaint an employee raises when they believe something at work isn’t right, whether that’s a policy, how they’ve been treated, or something else entirely. What happens next depends on the nature of the issue, how it’s raised, and how the employer chooses to handle it. Some cases are resolved quickly, while others involve detailed investigations and more complex outcomes.

There is no rigid statutory procedure for grievances. However, employers are expected to follow the Acas statutory Code of Practice, which sets out the basic requirements of fairness, and their own policy for grievance procedures..

If you’re dealing with grievances at work and need legal advice or assistance, don’t hesitate to contact Helix Law. Our team of experts can help guide you through the process and ensure you remain fair and compliant.

What Are the Most Common Grounds for Grievances?

While grievances can cover a wide range of issues, most tend to fall into a few familiar categories. Based on what we regularly see in practice, some of the most common reasons for employees to raise a formal complaint include:

• Bullying or Harassment: Complaints about bullying or harassment are among the most common issues in the workplace. They can include verbal abuse, being left out of team activities, or actions that make someone feel scared or belittled. If an employer is aware of this type of behaviour and allows it to continue, they risk breaching their duty of care and creating a harmful work environment. Where conduct relates to a protected characteristic under the Equality Act 2010 (e.g. sex or race), it may amount to harassment under section 26 of the Equality Act 2010. Employers can be vicariously liable for this unless they took all reasonable steps to prevent it.
• Unfair Treatment: Employees may feel upset if they believe they’re being treated unfairly compared to colleagues. These concerns often arise over how work is allocated, how discipline is applied, or who gets considered for promotion. Allegations can also involve favouritism or discrimination, especially when protected characteristics like race, gender, or age are involved. Where this treatment is because of a protected characteristic (e.g. sex, race, disability, age, religion, pregnancy or sexual orientation), this may constitute discrimination under the Equality Act 2010.
• Pay and Conditions: Disputes over pay, working hours, holiday entitlement, or changes to contract terms are also common. Employees might feel they haven’t been paid correctly, haven’t received agreed-upon bonuses, or that changes to their working conditions weren’t properly communicated or consulted on. In addition, non-payment of wages or short payment can amount to an unlawful deduction from wages under the Employment Rights Act 1996. 
• Workload or Job Role Disputes: If an employee feels overworked, undervalued, or pressured into tasks outside their agreed role, it can lead to a grievance. Clear job descriptions and manageable workloads matter because frustration tends to follow when expectations blur or boundaries are pushed.
• Breakdown in Working Relationships: Sometimes, the issue is a gradual decline in the relationship with a colleague or manager. . Poor communication, mistrust, or frequent disagreements can prompt a person to file a formal complaint if previous attempts to resolve the situation informally haven’t worked.

Five Possible Grievance Outcomes

Once a grievance has been investigated and a meeting held, the employer will decide what action (if any) to take. Note that this decision should be confirmed with reasons and in writing to the employee, with the right of appeal. Here are some of the most common outcomes employees can expect:

1. Grievance Upheld and Action Taken

If the grievance is found to be valid, the employer may take formal steps to address it. This could include disciplinary action against another employee, a change in working arrangements, holding a mediation meeting, updating company policies or targeted training.

2. Grievance Partially Upheld

Sometimes, an investigation finds that some, but not all, of the employee’s concerns are justified. In this case, the employer may take limited action, such as offering additional training or making some adjustments, but not necessarily everything the employee requested.

3. Grievance Not Upheld

If the investigation doesn’t support the claims made in the grievance, it will not be upheld. The employer must still explain their reasoning clearly and in writing. The employee may then have the option to appeal the decision if they are not satisfied.

4. Mediation or Conflict Resolution Recommended

Even if no formal action is taken, an employer may recommend mediation between the people involved in the complaint. This is particularly common where relationship or communication issues are at the heart of the matter., Rebuilding trust may be more productive than taking disciplinary measures. Mediation is voluntary and uses an independent, impartial third person to help the parties find a way forward.

5. No Formal Outcome, But Informal Steps Taken

In some cases, the employer may resolve the grievance informally, particularly with low-level or first-time issues. This might involve an informal meeting with a manager, adjusting a rota, or clarifying a policy. Employers should still keep a brief written record of what was agreed

While the above five examples are some of the most common outcomes we see, there is no set list of possible grievance outcomes prescribed by law. It’s ultimately up to the employer to decide what action to take based on the investigation’s findings, and ensure they are applying the Acas Code principles of fairness and reasonableness.

Frequently Asked Questions

What is the End Result of a Grievance?

The outcome of a grievance can vary depending on the issue and the investigation. If the grievance is upheld, action, such as an apology, mediation, or changes to working conditions, is taken. If it is not upheld, nothing usually happens. In any case, employers should always explain their reasoning clearly and in writing.

Are There Risks if We Do Not Follow the Acas Code?

Yes. If a matter proceeds to tribunal and either party has unreasonably failed to comply with the Acas code, the tribunal can increase or decrease any award by up to 25%.

Do We Have to Try Mediation?

No. This is not compulsory, but can be a constructive option where the relationship is central. It is voluntary and confidential. 

Final Thoughts

Grievances are part and parcel of workplace management, and handling them properly makes all the difference. For this reason, it’s important that the process is fair, transparent, and well-documented and that any actions resulting from the outcome, whether policy changes, disciplinary action, or no action, are proportionate.

If you need help managing a grievance, contact Helix Law. We advise employers on all aspects of employment disputes—clearly, practically, and with your best interests in mind.