|
The University is reviewing its Grievance Policy. During the review, the University’s current arrangements are to be interpreted and applied in a manner consistent with the University’s various legislative and regulatory duties, including its responsibilities under the E6 condition of registration and the relevant parts of the Higher Education (Freedom of Speech) Act 2023 (both of which came into force on 1 August 2025) and the Public Interest Disclosure Act 1998, as amended by the Employment Rights Act 2025 and set out in the Whistleblowing Policy. In the case of any conflict between this policy and the provisions of the University’s Code of Practice on Freedom of Speech, the latter will take precedence as set out in section 5.1 of the Code. |
1. Statement of Policy
1.1 The University recognises that employees may, from time to time, have concerns or complaints about their work, working relationships or working environment. In this event employees can raise a grievance under this policy, unless the matter is subject to other agreed procedures.
1.2 This policy sets out informal and formal processes to follow when an employee has a grievance. The University aims to deal with grievances promptly, fairly, consistently, and without unreasonable delay. It will carry out necessary investigations, meet with the employee to discuss their grievance, and inform them of the outcome. An employee has the right to appeal any formal decision if they are not satisfied.
1.3 The University encourages individuals and managers to make every effort to resolve problems informally in the first instance as this is often the most effective method of addressing grievances. However, if the issue is serious, or has not been resolved in this way, a formal grievance may be raised.
1.4 This policy is not contractual and may be amended from time to time, in light of changes in legislation or operational requirements.