Howells Solicitors Employment Law Grievances Disciplinary

Grievances and Disciplinary Action

Grievances and Disciplinary Action

Your relationship with your employer is important, however it might not always be plain sailing. You may have problems or concerns in your workplace that cannot be resolved with an informal chat and can lead into grievances or disciplinary action, such as:

  • Unfair pay
  • Unsatisfactory working conditions
  • Discrimination
  • Harassment 

You may have been suspended or are being investigated with a view to disciplinary action.

If you want to make a formal grievance or are facing disciplinary action, our employment law specialists can provide you with expert advice, support and guidance on:

  • Understanding your employer’s grievance or disciplinary procedure
  • Making your grievance in writing
  • Preparing for the formal grievance or disciplinary meeting
  • Appealing against your employer’s decision after the meeting

Our employment law team aim to help resolve your grievance swiftly and professionally, and make you aware of your options and obligations at every step. If there is no choice but to go to litigation we can support you through the process.

Please note that most employers do not allow you to have legal representation in disciplinary or grievance meetings. There is no legal right to be represented by anyone other than a work colleague or Trade Union Representative in such meetings.

Coronavirus Update

There is lots of information online regarding what support and information there is available for employees during the Corona Virus outbreak, many of it is hearsay and gossip. Keep up to date with Employment Law in regards to the Coronavirus outbreak here.

Grievances and Disciplinary Fees

We offer a professional yet personal service at competitive prices. Therefore you can be sure to receive a great value service with peace of mind over costs. We will always provide you with clear information about the costs involved in us handling your case.

There are a range of payment options depending on your case. Howells provides services with a range of fixed fees or competitive and affordable hourly rates. If your case is suitable and after an assessment of the case we believe it has good merits, we can also offer a damages based agreement (also known as ‘no win, no fee’). For further information see here.

2 steps to contacting Howells:

Step 1

Call our New Enquiry Team on 0114 249 66 66 or email [email protected] for an initial chat about your situation.

Step 2

We’ll listen carefully to you, clarify what you’re trying to achieve, and then explain if and how we can help you. We will take some initial information and liaise with a legal professional regarding your case. If it looks like we can help, we will book you in for a consultation with a legal professional.

The Team

Our Employment team, is renowned for its no-nonsense, energetic and pragmatic approach. Its success isn’t just down to its extensive knowledge of the law, it’s also the way we pride ourselves on putting our client first, getting to know you and understanding what you want to achieve. To get the best results for you and achieve commercially sensible outcomes it is essential that we understand your business.

The team is highly regarded, with recommendations from many clients. The professional guide, Legal 500, also ranks Howells employment team highly in Sheffield and South Yorkshire;

Legal 500 2018

"The 'friendly and approachable' employment team at Howells is known primarily for its representation of employees in tribunal claims. Clare Fowler and Tom Bernard jointly head the team, which is supported by head of civil litigation Graham Hogarth. Fowler has particular experience delivering discrimination advice, while Bernard is recommended for his 'balanced advice, thorough and clear communication' in relation to claims. The team has recently handled disability discrimination claims, in addition to unfair dismissal claims under TUPE. The practice also has experience acting for SMEs, including advising one employer on a complex redundancy matter."