Purpose
Sometimes things go wrong at work. This policy gives you a clear, fair and confidential way to raise a concern and have it resolved, and explains what you can expect along the way.
What is a grievance?
A grievance is a concern, problem or complaint about your work, your workplace or someone’s behaviour. Common examples include disagreements about decisions, conflict with a colleague, or a concern about conduct, safety or fairness.
Principles
- Confidentiality — information is shared only with those who need to know.
- Impartiality — concerns are handled fairly and without bias.
- Timeliness — we aim to resolve grievances promptly.
- No victimisation — you will not be treated unfairly for raising a genuine concern.
How to raise a grievance
Step 1 — Talk it through. Where you feel comfortable, raise the issue directly with the person involved or with your manager. Many concerns are resolved quickly this way.
Step 2 — Formal report. If the issue is serious or remains unresolved, report it in writing to People & Culture (people@nexusgroup.example.com) or to a more senior manager. Include what happened, when, who was involved and what outcome you’re seeking.
Step 3 — Review and resolution. People & Culture will acknowledge your grievance within 2 business days, talk with the people involved, and work towards a fair outcome. We’ll keep you informed of progress.
Step 4 — Escalation. If you’re not satisfied with the outcome, you can ask for it to be reviewed by a senior leader.
Speak-up channel
If you’d prefer to raise something anonymously, you can use the confidential speak-up channel listed on the People & Culture intranet page. Reports made in good faith are protected.
Support
The Employee Assistance Program offers free, confidential counselling. Contact People & Culture for access details.