If an employee is unhappy with the decision after a grievance meeting, they should let their employer know the grounds for their appeal without unreasonable delay and in writing. The employer should then arrange an appeal. As far as reasonably practicable the appeal should be with an independent and more senior manager than the one who dealt with the original grievance.
In small businesses, even if there is no more senior manager available, another manager should, if possible, hear the appeal. If this is not possible consider whether the owner should hear the appeal. Whoever hears the appeal should consider it as impartially as possible.
At the same time as inviting the employee to attend the appeal, the employer should remind them of their right to be accompanied at the appeal meeting.
As with the first meeting, the employer should write to the employee with a decision on their grievance as soon as possible. They should also tell the employee if the appeal meeting is the final stage of the grievance procedure.
Large organisations may wish to allow a further appeal to a higher level of management, such as a director. However, in smaller firms the first appeal will usually mark the end of the grievance procedure.