Grievance Policy

Effective from 30th July 2026

Introduction

This policy gives you the opportunity to raise any concerns about your work, working environment, or working relationships. It does not form part of your contract of employment. All records and proceedings under this policy will be kept confidential.

You're encouraged to try to resolve issues informally first, through discussion with the person you report to. You may wish to keep notes of any such discussions.

Formally Raising a Grievance

If informal discussion isn't possible or appropriate, raise your grievance formally in writing with Matt Lovett. If Matt Lovett is the subject of your grievance, raise it with another senior member of the Company instead.

A meeting will be arranged without unreasonable delay to discuss your grievance. This may be conducted remotely via video call. Following the meeting, you'll receive a written response without unreasonable delay — if this isn't possible, you'll be told why.

Appeal

If you're not satisfied with the outcome, you may appeal in writing to Matt Lovett, who will arrange a further hearing without unreasonable delay. This may also be conducted remotely via video call. Where possible, the same process will apply for the response. The outcome of the appeal is final.

Right to Be Accompanied

You have the right to be accompanied at any grievance hearing by a trade union representative, an official employed by a trade union, or another employee who agrees to attend. This may be done remotely via video call.

Your companion may address the hearing on your behalf and confer with you during it, and the hearing may be adjourned briefly to allow this if needed. They may not answer questions on your behalf.

Review

This is a live policy document maintained in the wiki portal — always refer to the current version.