Employment: Raising a formal grievance - Case Study 2015

By nclcadmin, Monday, 9th November 2015 | 0 comments
Filed under: Case Studies 2015, Employment.


This clientinitially presented at CLM’s free legal advice clinic. The client was employed at a hotel and was experiencing difficulties at his place of work. It was suggested that he consider retirement.

The client was issued with a written warning falsely alleging that he left the premises without permission. He was also directed not to make contact with staff members or with external contractors despite the fact that this comprised a major aspect of his job. He was further excluded from management meetings although he had always previously attended such meetings.

The client had approached his employer and expressed his concerns however no action had been taken. As a result our client felt that he was prevented from carrying out his work and was extremely anxious about his situation.

CLM Northside’s input

Firstly, CLM helped the client to raise a formal grievance with his employer outlining the incidents of bullying and requesting that the warning be retracted as it was based on entirely untrue allegations. Our client received correspondence from the employer denying the allegations and making further false statements in relation to his behaviour at work.

Secondly, CLM entered into correspondence with the employer and with its legal representative who assured CLM that a fully independent appeal procedure would be undertaken in respect of our client.

Sometime later, CLM received correspondence from the employer stating that the person who had subjected our client to the treatment at issue had left his employment and further stated that the matter was closed as far as the employer was concerned.


Due to the representations of CLM, the client was able to continue in his employment and could perform his duties in the normal fashion without being subjected to constant bullying.

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