Employee relations issues can arise in many forms within an organisation. Sometimes an employee raises a concern about how they have been treated at work. In other situations, an employer may need to address concerns about an employee’s behaviour or conduct.

These two situations involve different processes, commonly referred to as the grievance process and the disciplinary process.

Although the terms are often used interchangeably in informal conversation, they serve very different purposes. Understanding the distinction between them helps organisations manage workplace issues more fairly, consistently and proportionately.

What Is a Grievance?

A grievance is a formal concern raised by an employee about something that has happened in the workplace.

Grievances can relate to a wide range of issues, including:

• concerns about workplace behaviour
• interpersonal conflict between colleagues
• perceived unfair treatment
• communication difficulties with managers
• concerns about organisational decisions

When an employee raises a grievance, the organisation’s role is to investigate the concern and determine whether the issue has merit and how it should be addressed.

The purpose of the grievance process is therefore to examine and resolve concerns raised by employees.

What Is a Disciplinary Process?

A disciplinary process is used when an employer needs to address concerns about an employee’s conduct, behaviour or performance.

Examples of situations that may lead to a disciplinary process include:

• breaches of workplace policies
• misconduct or inappropriate behaviour
• repeated lateness or absence
• failure to follow workplace procedures
• serious performance concerns

In a disciplinary process, the organisation investigates the concern and determines whether disciplinary action is appropriate.

The purpose of the disciplinary process is therefore to examine alleged misconduct or behaviour that may require corrective action.

Key Differences Between Grievance and Disciplinary Processes

Although both processes involve investigation and procedural structure, the starting point is different.

Grievance Process	Disciplinary Process
Initiated by an employee	Initiated by the employer
Focuses on concerns raised by an employee	Focuses on alleged misconduct or behaviour
Aims to resolve workplace concerns	Aims to determine whether disciplinary action is appropriate
Often relates to interpersonal issues	Often relates to behaviour or rule breaches

Understanding this distinction helps organisations ensure they are using the correct process for the situation.

When the Two Processes Intersect

In practice, workplace issues are not always straightforward.

Sometimes a grievance may raise concerns about another employee’s conduct. In other situations, a disciplinary process may reveal underlying interpersonal conflict within a team.

For example:

• An employee may raise a grievance alleging bullying by a colleague.
• An investigation may then examine whether the alleged behaviour breaches organisational policies.

In these situations, organisations may need to manage both procedural considerations carefully while maintaining fairness for all parties involved.

Clear scope and structured investigation processes are essential in these cases.

The Importance of Procedural Clarity

When organisations are unsure which process to follow, workplace issues can become confusing for everyone involved.

Unclear procedures may lead to:

• delays in resolving concerns
• perceptions of unfairness
• unnecessary escalation of conflict
• reduced confidence in management decisions

Following structured procedures aligned with recognised guidance, such as ACAS principles, helps organisations address employee relations issues more effectively.

Addressing Issues Early

Many workplace issues can be resolved before reaching formal grievance or disciplinary stages.

Open communication, early management intervention and mediation can often prevent misunderstandings from escalating into formal disputes.

Taking a proportionate and constructive approach at an early stage can help maintain positive working relationships and reduce organisational disruption.

Conclusion

Grievance and disciplinary processes serve different but equally important roles within employee relations management.

A grievance process focuses on addressing concerns raised by employees, while a disciplinary process addresses concerns about employee conduct or behaviour.

Understanding the distinction between these processes helps organisations respond to workplace issues fairly, proportionately and with greater procedural clarity.

If You Need Independent Guidance

ADR Hub provides independent employee relations advisory and workplace mediation services to support organisations managing sensitive workplace matters.

If you would like to discuss a workplace issue confidentially, please feel free to get in touch.