Well I have been asked by Judge to assist him in his mission to help you all through the minefield that is employment law. I will start by explaining the Statutory Grievance Procedure and will explain on a new thread the Disciplinary Procedure as both are very in depth and different from each other. I work in a law firm and everyday I deal with peopleâs queries regarding all aspects of employment law and contract law. What I have explained below is a general guide, you must remember that each situation is different and procedures change depending on the individual circumstances of each case, so please feel free to pm me if you want a bit of guidance but donât want to put it all over the web. Statutory Grievance Procedure In itâs essence this a letter of compliant, that you send to your employer, to make them aware that you are experiencing problems at work. If, for example, you are having problems with a work colleague, you have not been paid on time, or not paid at all, you should raise a formal written grievance. Your employer will then deal with this under their own grievance procedure which you will find in your works handbook or even in your contract, there may even be an office manual which you will be allowed access to, but it is no doubt sat gathering dust in some remote corner of the office. If your employer does not have their own procedures in place, then the statutory grievance procedure applies. Under the Statutory Grievance Procedure, your employer has to reply to your grievance within 28 days of receiving it. You should keep a signed and dated copy of the grievance and preferably send it to your employer and/or HR department by recorded delivery so you know for certain that they have received it. Your employer should invite you to a meeting to discuss the problem, they should then thoroughly investigate your complaint and hopefully the problem will be resolved to the satisfaction of both employee and employer. If you are not satisfied with the outcome of the grievance, or the way that it is has been handled, then you are entitled to bring a claim in the Employment Tribunal, however, proceedings must be issued within 3 months, less one day, from the date that the problem arose. If you are having problems at work, and they become so unbearable that you want to leave, it is very important to raise a grievance. If your original grievance has not been dealt with then you must raise a further grievance stating their failure to comply with their own procedure or the statutory procedure. If you are trying to claim Constructive Dismissal, you must prove that resigning was the last, and only option available to you. However, if you have failed to raise a grievance with regard to the problems that you have faced, it will be unlikely that you will be successful in bringing a claim for Constructive Dismissal. If you have been dismissed and are not happy with how you were dismissed or you have not been paid etc then you are entitled to raise a grievance. Your employers will have to deal with grievance, even though you are no longer an employee. It is likely that your employers will then deal with your grievance under the Modified Grievance Procedure. However, both parties have to agree to this. The MGP is basically the same procedure as above, but the grievance can be dealt with by written correspondence, without the former employee having to see their former employer. This is particularly good where communications have broken day and the employee left on a bad note, also if an employee is feeling threatened or feels that they may be subject to physical violence etc then this is an ideal way of dealing with a grievance. Please remember that each case differs and if in doubt you should seek independant legal advice.