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Workplace grievances affect every Organisation. Any Employer who believes they have a work environment free of Employee grievances is likely to be failing to hear their Employees, rather than operating a work environment free of any dissatisfaction. Failing to hear Employee grievances can be detrimental to a business, and furthermore, failing to manage or respond to grievances in a fast, fair and consistent manner can be as bad as not hearing them at all. 

Although there is no legal requirement for an Organisation to have a grievance procedure for Employees to raise their dissatisfaction, it is good employee relations practice to put such a procedure in place. Having an effective grievance procedure can help an Organisation to learn from its Employees, and can also assist the Organisation to protect itself from claims of constructive dismissal. 

It is important to note that an ordinary grievance procedure, as outlined here, is not sufficient to deal with allegations of bullying or harassment at work. Separate policies and procedures should be prepared in this area, taking account of the relevant legislation and Codes of Practice. These Codes of Practice set out different requirements than the Code of Practice on Grievance and Disciplinary Procedures as outlined here.