Grievance and disputes procedures

All grievances should be considered as potential disputes and handled in accordance with an agreed procedure. Correct procedures show an employer to be acting fairly and reduce the scope for inconsistency. If grievances are not dealt with, they are likely to fester and result in bad employee relations. Poor grievance handling can also affect staff morale while an effective process can be an important means to release pressures and tension that build up in the workplace. S.I. No. 146 of 2000 Code of Practice on Grievance and Disciplinary Procedures provides general guidelines on the application of grievance and disciplinary procedures and the promotion of best practice in giving effect to such procedures.

Case concerning employee who used grievance procedure as ‘first port of call’

15/12/2016 - The Court of Appeal recently confirmed that Labour Court recommendations made under section 20(1) of the Industrial Relations Act 1969 are not capable of judicial review due to their non-binding nature.

Code of Practice on Grievance and Disciplinary Procedures - S.I. No. 146

01/05/2000 - This code of practice provides guidance to employers, employees and their representatives in the general principles, which apply in the operation of grievance and disciplinary procedures.