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Parts of the Higher Education (Freedom of Speech) Act 2023 came into effect on 1 August 2025. These strengthen the legal duties of universities in relation to free speech and academic freedom. Regulation of the new duties is undertaken by the Office for Students (OfS), which has published regulatory guidance on the topic. The University is fully committed to securing and promoting freedom of speech within the law for staff, students and visiting speakers in all activities relating to academic life. The University’s Code of Practice on Freedom of Speech sets out the University’s values, approach and associated procedures in detail. This policy/guidance/information is currently being reviewed against the OfS’ regulatory guidance. Any amendments arising from the review will be subject to approval being sought through the University’s normal governance processes. In the meantime, this policy/guidance/information is to be interpreted and applied in a manner consistent with the Code of Practice; in the case of any perceived conflict, the provisions of the Code of Practice will take precedence insofar as that is lawful and reasonably practicable. For further information on the new legislation, please see the Governance and Compliance Division website. |
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.