The situation
A senior, long-serving employee raised a formal written grievance against the business owner, alleging unfair treatment after a change to their working arrangements. The owner felt personally attacked and was tempted to respond directly and defensively.
Why it was difficult
When a grievance is against the owner, there is no neutral senior person to hear it. Handled badly, it can quickly become a constructive dismissal claim, with the owner as the named party. Emotion was running high on both sides.
What Samantha did
- Set up a properly structured, independent grievance process so the employee was genuinely heard
- Kept the owner out of the investigation itself to preserve fairness and protect the business
- Established the actual facts behind the change in working arrangements
- Documented every step in case the matter ever escalated
The outcome
The grievance was heard fairly, the facts were established, and a practical resolution was agreed. The employee stayed, the working relationship recovered, and no claim was ever brought.
Resolved without escalation. The employee stayed.
What this means for you
When a grievance names you, the worst thing you can do is respond in the moment. A fair, documented process protects both the relationship and the business.
Related support
Grievance handling support →Anonymised. Sector, names and identifying details have been removed or changed. Outcomes reflect the specific circumstances of each case and are not a guarantee of any particular result.