After following a fair grievance procedure, the employer should decide on the best outcome based on:
the findings from meetings and investigations
what is fair and reasonable
what their workplace has done in any similar cases before
The employer should tell the employee of the outcome as soon as possible and in writing.
If the grievance involved other people in the workplace and it was upheld, the employer might need to start a disciplinary procedure.
If the employer decides no action is needed
To make sure there is no bad feeling, the employer should talk privately with the employee.
It’s a good idea for the employer to keep a note of how they carried out the procedure for future reference.
The employee’s right of appeal
The employer should offer the employee the right of appeal.
This is so the employee can raise an appeal if they feel:
the outcome does not resolve the problem
any stage of the grievance procedure was wrong or unfair