Make Sure you Resolve Employee Grievances Before they Turn into Major CCMA or Labour Court Disputes!

You must deal with grievances as they arise, if you don’t they’ll become much bigger problems! You could end up having to defend yourself at the CCMA or the Labour Court if he feels you’ve done nothing to resolve his problem.

Resolve every grievance as soon as reasonably possible. What is reasonable will depend on the complexity of the issues, but make sure you address them all.

Find the solutions to your employees grievances in the Labour Law for Managers Loose Leaf, which is part of the Labour Law for Managers Loose Leaf Service. As part of the invaluable labour advice service, you’ll also receive three bonus reports, regular updates, a daily email bulletin, online access to past labour updates and a labour helpdesk.  

How does a grievance procedure work?

There are various stages to a grievance procedure. You can tailor-make the stages based on the size and nature of your business.

For example, if you have a small business you won’t have a grievance procedure that considers the issue at five different levels. You’ll run out of people to hear the grievance before you even get to the end of the procedure! 

However, if you have a very large business you should hear the grievance at a number of different stages or levels. Attempt to resolve the problem before it gets to the highest level. That way you won’t need to use your senior employees’ time except as a last resort and if all else has failed.

Whichever policy you choose, there're some basic elements you must include in your grievance policy and procedure.

Include these 9 basic clauses in your grievance policy

  1. The assurance to all employees that they’re free to raise grievances and they won’t be victimised for doing so.
  2. The assurance that wherever possible, you’ll handle grievances with discretion and protect the confidentiality and privacy of employees concerned.
  3. A requirement that the employee who has a grievance must set out his complaint in writing, so it’s clear what his grievance is.
  4. A requirement that the employee who has a grievance, sets out in writing the resolution he wants from his grievance.
  5. Set out who employee’s must lodge their grievance with in the first instance.
  6. Set out the various stages or levels that the grievance should go through.


There're three remaining steps to include in your grievance policy. Find out what they are in the Grievances chapter in your Labour Law for Managers Loose Leaf.

What else you’ll discover in your Labour Law for Managers Loose Leaf:

  • The CCMA is close to processing its one millionth dispute! Are you prepared?
  • One in three employment contracts put the employer at a disadvantage
  • Planning a retrenchment? Watch out…
  • Do you know how to legally dismiss your employee?
  • Do your employees abuse their leave?
  • 14 Ways to comply with employment equity
  • Do you know one day’s absence can cost you three days’ salary? Start proactively dealing with absenteeism today!
  • How to make the law work for you when it comes to overtime
  • 10 Essential steps to dismissing for poor performance - have you covered all your bases?
  • Strikes can cripple your business – find out how to prevent them