Structured from the first report.
Type, severity, owner and a timeline are chosen at intake. A complaint that is forwarded twice has already lost the trail.
Part of Employee Management
A case that is not an inbox thread.
Speak up and the case are the same record. Type, severity and an owner sit on it from the first report. The people handling it can see it. The line manager cannot, just because they manage the person.
- Type and severity are chosen at the start, with plain descriptions that help the reporter classify honestly.
- Evidence attaches to the case. It is not an inbox thread that can be forwarded.
- Visibility is the people handling it. A line manager is not shown a sensitive case just because they manage the person.
- A recorded outcome can start the same offboarding stack. There is no parallel firing path.
Case ER-2026-0142
- Raised, routed past the manager
- Investigation, evidence attached
- Hearing, Thursday, 27 August 2026
- Outcome and appeal window
Who can see this
Felix · Employee relationsPeople teamNot the line managerCase notes
Statement taken, Thursday, 14 August.
Witness interviewed, Monday, 18 August.
7 daysSLA for a medium grievance, from type and severity at intake
The problem
Sensitive cases end up in inboxes and corridor chats.
No structure, no protection.
A complaint arrives by email, gets forwarded twice, and the trail is already compromised. Neither the person raising it nor the company is protected.
Confidentiality by hope.
Sensitive details sit in shared drives beside everyday documents, one wrong permission away from becoming everyone’s business.
The record that is not there.
Months later, a tribunal or an auditor asks what was done and when. Reconstructed timelines convince nobody.
How Grievance fixes it
What Grievance does on the connected record.
Structured from the first report: every grievance, investigation or misconduct case is logged with a status, an owner and a timeline
Confidential by design: case records are kept separate from day to day employee data, visible only to the people handling them
Evidence in the case, not the inbox: statements and attachments live inside the case record
Severity and type made explicit: cases are classified when they are raised, so serious matters move at the right speed
A defensible history: the full case history is retained on the record for audit and continuity
Outcomes that follow through: a recorded outcome lands on the employee timeline and is flagged for review automatically, not left in the file
A real workflow
A case, from raised to resolved.
- The case is raised with structure.Type and severity are chosen at the start, with plain descriptions that help the reporter classify honestly, and evidence attaches directly to the case.
- Access narrows immediately.Case records sit apart from day to day employee data and are visible only to the people handling them. Confidentiality is enforced by the system, not requested by an email footer.
- Severity sets the pace.A serious allegation and a routine complaint should not queue at the same speed, and classification at intake makes sure they do not.
- Every step lands on the timeline.Statements, decisions and updates accumulate as a dated history inside the case, building the defensible record while events are still fresh.
- The outcome follows through.A recorded outcome reaches the employee timeline and is flagged for review automatically, so a resolution becomes follow through rather than filing.
One record. Nothing entered twice.
Grievance, connected with your people.
Grievance sits inside Employee Management with the tightest access gates on the platform: cases connect to the people involved without exposing details more widely, and a recorded outcome lands on the employee timeline and is flagged for review.
Why teams switch
A case that is not an inbox thread.
Confidential by the system.
Case records sit apart from day to day employee data. Visibility is the people handling them, not a shared drive permission.
The outcome follows through.
A recorded outcome can land on the employee timeline and, when it is a dismissal, start the same offboarding stack. Filing is not the end.
An appeal has a path.
A closed disciplinary or conduct case can raise a linked appeal. The person who recorded the original decision cannot decide it.
Already connected
Speak up and the case are the same record.
Evidence lives inside the case. An appeal has a path. Immediate dismissal uses the existing termination journey, with last day today and notice at zero. It is not a parallel module.
- Severity at intake sets the pace. A serious allegation and a routine complaint do not share one queue speed.
- Statements and attachments accumulate as a dated history while events are still fresh.
- Access is the tightest gate on the platform. A manager is not shown a wellbeing or ER case just because they manage the person.
- A tribunal asking what was done and when reads this timeline, not a reconstructed email chain.
Built for your team
The people who actually have to handle it.
The reporter
Raise concerns through a clear process.
They pick a type and a severity with plain descriptions. Evidence attaches to the case, not to an email.
Employee relations
Keep the full record in view.
Felix sees only the cases he may handle. The record is not sitting in a shared folder beside everyday documents.
People
Record decisions and next steps.
A recorded outcome reaches the timeline. A dismissal opens the same offboarding work as any other exit.
Leadership
Review the case history.
Review a dated history of evidence, decisions and actions within the permitted case scope.
Keep reading
How a case should be held.
Frequently asked questions
Who can access a grievance case?
Case access is restricted to the people handling it, separately from ordinary employee information and line-management access.
Where are statements and evidence stored?
Statements, attachments and decisions remain in the case history, with dates to support review.
How are appeals handled?
A closed disciplinary or conduct case can raise a linked appeal. The original decision-maker cannot decide that appeal.
Included with Employee ManagementGrievance ships inside Employee Management at $4 per employee / mo · payroll included, with connected Organo included at no extra charge.Compare pricing →
More of Employee Management
The rest of the record.
Ready for grievance handling
that lives on one record?
Grievance arrives as part of Employee Management, connected to the same record every other module reads. Nothing to sync, nothing entered twice.
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