Grievance Meeting Notice

UK employment law does not specify a legally mandated notice period for grievance meetings. However, employers are expected to act reasonably, providing sufficient notice to allow the employee to prepare adequately. The ACAS Code of Practice suggests that notice should be reasonable, taking into account the need for the employee to gather necessary information and arrange for a companion if desired. While the offer of a meeting the next day or two days later may be considered short, whether it is deemed unreasonable depends on specific circumstances like the complexity of the grievance and the employee's ability to prepare.

If you feel the notice provided for your grievance meeting is unreasonable, you have the right to raise this concern with your employer. The Acas Code of Practice suggests that employers should act fairly and provide adequate time for preparation. If the short notice compromises your ability to prepare, you could highlight this as a procedural issue, potentially impacting the fairness of the process. Document any communications about your request for more time, as this could be important if you later need to escalate the issue.

Yes, you have the right to request a postponement for the grievance meeting to allow adequate preparation time, especially if the notice given is minimal. Under the ACAS Code of Practice, employees should be given reasonable notice to prepare, which typically considers the complexity of the case and the individual's circumstances. You should communicate your request in writing, outlining your reasons for needing more time and suggesting alternative dates that allow you sufficient preparation.

If your employer insists on proceeding with the meeting despite your request for a delay, remain professional and document your concerns in writing. Express your need for adequate preparation time and any potential detriment you might face due to short notice. If possible, attend the meeting to avoid any negative consequences, but state at the beginning that you feel unprepared. Consider taking notes and requesting a follow-up meeting for a more detailed discussion.

Yes, you can bring someone with you to the grievance meeting for support. Under UK employment law, you are entitled to be accompanied by a colleague or a trade union representative. The individual must be someone you work with or someone from your union; external parties like friends or relatives are generally not permitted.