A personal grievance is among the most effective ways for employees to bring about a claim against their current employer, whether or not they think that their employer has behaved unreasonably or unfairly towards them. In the UK, all personal grievance cases need to be brought within a given time-frame after which the case must be heard and decided. The time limit is usually one month from the date that the employee first makes the claim. Within this time period, the employer needs to provide the employee with any evidence or documentation that will support their claim. If the employer does not do so, the employee can choose to move on to the next personal grievance case filed against the same employer without having to wait a month.

In order for an employee to successfully raise a personal grievance against an employer, they must follow certain rules. They must follow good communication with their employer and document the events. They must then follow mediation service rules, including the requirement that they must ask to speak with one or more of the authorized persons involved in handling their case. They must also ask to be kept informed of their case’s progress and expect regular updates and information on how to raise the matter with management.

If mediation doesn’t work, or the time limit for raising a personal grievance against an employer passes, the employee may then move to file a claim for unfair dismissal. This is where things get a little tricky. As explained earlier, the personal grievance process in the UK has a time limit. For these reasons, it is very important that an employee keep up with the proceedings, meaning that they must raise the issue again within a month after the original incident occurred. Failing to do so will render the matter completely useless and the entire process will be deemed to have failed.