Upheld Grievances at Work

An upheld grievance is a complaint made by an employee that the employer finds to be justified. This means that the employee’s claim of unfair treatment, discrimination, or other workplace wrongdoing has been investigated and confirmed by a grievance procedure within the company.

Once a grievance has been upheld, the employer should take remedial action to address the source of the grievance and ensure that a similar situation doesn’t arise again. However, this does not always happen. Furthermore, some upheld grievances can be particularly serious, and you may be able to make a claim for compensation, even if the company has acknowledged and taken steps to solve the issue.

If you have had an upheld grievance or partially upheld grievance at work, but your employer isn’t taking enough action, or you raised a grievance for a particularly serious issue, our solicitors are here to help. Our team are stress at work and upheld grievance specialists who understand the stressful situation this can put you in, impacting your physical and mental health.

For more information about upheld grievances at work and how our solicitors can help you, read on or get in touch.

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Helping you with Upheld Grievances

How can our solicitors assist you with upheld grievances at work?

Stress at work claims
Stress at work claims
Employers have a duty of care towards you, meaning there’s a legal requirement for them to provide a safe working environment. They must take appropriate measures to protect their employees from harm – this includes stress at work. If you have had a grievance upheld about stress at work, but your employer has done little to address the issue, you may be able to claim.
There are several factors that can contribute to stress at work. For example, being overworked, poor management, a lack of support, exposure to trauma, and more. Whatever the grounds of your grievance, if it has been upheld but things haven’t changed, our solicitors may be able to assist you in getting compensation.
Bullying and harassment claims
Bullying and harassment claims
Experiencing bullying or harassment at work can be hugely stressful. It can cause or exacerbate stress at work, amongst other consequences.
Bullying is not against the law in the UK. However, harassment is. The Equality Act 2010 deems harassment due to protected characteristics (such as age, gender, race, sexual orientation, and more) to be illegal. So, if you are a victim of harassment, you may have a claim.
Even if the bullying is not because of a protected characteristic, if it leads to other issues such as constructive dismissal, you may still be eligible to claim.
Violence at work claims
Violence at work claims
Experiencing violence at work can be frightening and hugely stressful, whether from a colleague, customer, or someone else.
If you have raised a grievance due to violence at work, and your employer hasn’t taken sufficient steps to protect you from harm, our solicitors may be able to assist you with a claim.
Sexual harassment
Sexual harassment
Nobody should have to suffer sexual harassment in the workplace. If it has happened to you, you may be able to raise a claim against your employer if they didn’t take reasonable steps to protect you or to ensure it doesn’t happen again.
Talk to our expert lawyers today to discuss how you may be able to make a claim, even after an upheld grievance at work.

Stress at work claims

Employers have a duty of care towards you, meaning there’s a legal requirement for them to provide a safe working environment. They must take appropriate measures to protect their employees from harm – this includes stress at work. If you have had a grievance upheld about stress at work, but your employer has done little to address the issue, you may be able to claim.

There are several factors that can contribute to stress at work. For example, being overworked, poor management, a lack of support, exposure to trauma, and more. Whatever the grounds of your grievance, if it has been upheld but things haven’t changed, our solicitors may be able to assist you in getting compensation.

Bullying and harassment claims

Experiencing bullying or harassment at work can be hugely stressful. It can cause or exacerbate stress at work, amongst other consequences.

Bullying is not against the law in the UK. However, harassment is. The Equality Act 2010 deems harassment due to protected characteristics (such as age, gender, race, sexual orientation, and more) to be illegal. So, if you are a victim of harassment, you may have a claim.

Even if the bullying is not because of a protected characteristic, if it leads to other issues such as constructive dismissal, you may still be eligible to claim.

Violence at work claims

Experiencing violence at work can be frightening and hugely stressful, whether from a colleague, customer, or someone else.

If you have raised a grievance due to violence at work, and your employer hasn’t taken sufficient steps to protect you from harm, our solicitors may be able to assist you with a claim.

Sexual harassment

Nobody should have to suffer sexual harassment in the workplace. If it has happened to you, you may be able to raise a claim against your employer if they didn’t take reasonable steps to protect you or to ensure it doesn’t happen again.

Talk to our expert lawyers today to discuss how you may be able to make a claim, even after an upheld grievance at work.

Our approach to upheld grievances at work

At Setfords, we have a team of dedicated solicitors who are experts in stress at work claims, including those made following upheld grievances.

We understand that these claims typically arise from traumatic situations, and coming forward can feel daunting. We will be with you every step of the way, giving you the advice you need and guiding you through the claims process with sensitivity and professionalism.

If you’re in need of a bespoke service from lawyers who are passionate about making sure their clients get justice following upheld grievances, please get in touch today. As a UK Top 100 law firm with over 10,000 5-star reviews on Trustpilot, you’ll be in safe hands.

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Stress at work solicitors

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FAQs about upheld grievances

What is a grievance at work?
A grievance is a formal complaint raised by an employee to their employer due to a problem at work.
Grievances typically relate to claims of bullying, harassment, discrimination, breach of contract, or unfair working conditions. Employees usually raise a grievance if more informal ways to resolve the issue haven’t worked, or if it is a serious issue which would not be appropriate to raise informally.
Employers should have a clear procedure for how to raise and deal with grievances. It must be a full and fair procedure, in line with the Acas Code of Practice.
The outcome of a grievance can vary, from it being dismissed by the employer to being upheld, after which the employer must take action to rectify the issue.
What is an upheld grievance?
If a grievance at work is upheld, this means that the employer has found in favour of the employee and recognises they must address the issues that have been raised.
So, what happens if a grievance is upheld? An employer should take action to address the issue and ensure that it doesn’t happen again and that the employee or employees in question are safe and well at work. Actions they could take include disciplinary action if the grievance was against another employee, issuing an apology, undertaking relevant training, or anything else that’s designed to remedy the issue.
Unfortunately, not all employers do what they can to address issues raised in an upheld grievance. If this has happened to you and has led to further issues such as constructive dismissal, you may be able to make a claim. Furthermore, if the grievance was for a serious issue, you may also be able to claim. Please get in touch with our expert solicitors to find out more.
What does a partially upheld grievance mean?
A partially upheld grievance occurs when an employer accepts some, but not all, of an employee’s grievance. In other words, they accept the complaint, but only to an extent. In these cases, the employer should still work to rectify the part of the grievance that they have upheld.