Employee Grievance Form Template
Streamline Employee Feedback with Our Grievance Form Template
If employees feel unheard, issues can escalate quickly. Our Employee Grievance Form template is designed to help you create a safe channel for your team to raise concerns, fostering a more positive workplace culture. Use this template to simplify submissions, track grievances efficiently, and ensure compliance with labor regulations. It's an essential tool for any HR department looking to enhance employee satisfaction and resolve conflicts effectively. Try out the live template to see how it can support your organization's needs.
When to use this form
Use this form when an employee needs to report a workplace issue, such as harassment, policy violations, unsafe conditions, discrimination, or repeated schedule conflicts. HR and managers benefit from clear, timestamped details that support fair, timely action. Employees get a structured way to document facts, share impact, and request a remedy. For concerns from external patrons, route them to the Customer complaint form. If a team member fears retaliation, they can submit through the Anonymous complaint form instead. This form helps you capture who was involved, what happened, and what resolution is expected, so you can triage, investigate, and close the loop with a documented outcome.
Must Ask Employee Grievance Questions
- What happened, including dates, times, and location?
Specific details create a clear timeline and help verify facts with logs, schedules, or CCTV. Location also shows which team owns the response; for building disruptions, route facilities issues via the Noise complaint form.
- Who was involved and are you comfortable being named in the investigation?
Listing participants and witnesses speeds interviews and reduces back-and-forth. Your preference about being named sets expectations and informs how we contact others.
- How has this issue affected your work, safety, or wellbeing?
Impact helps prioritize severity, escalation, and duty-of-care needs. It also informs accommodations, such as schedule changes or interim separation.
- What steps, if any, have you already taken to resolve it?
Prior actions show what has been tried and prevent duplicate outreach. They also highlight if policy channels were missed, guiding coaching and process fixes.
- What outcome or remedy would you consider fair?
Knowing the desired result aligns expectations and helps evaluate proportional remedies. It frames next steps, from mediation to policy updates, and supports a clear closure note.
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