Making a claim for Workplace Grievances: A guide for ex-service veterans in the UK

Transitioning from a military career to civilian employment is a significant change, and for many ex-service veterans, the workplace will come with a new set of challenges.

Whether you are working in a completely new job role, working different hours or in a new location – moving into civilian life can feel very different to life in the forces.

While most employers aim to create a supportive environment, situations may arise where veterans face workplace grievances. By knowing your rights and accessing the right support, you can address grievances effectively to ensure a fair resolution.

If you need specialist legal advice or assistance, get in touch with Oakwood Solicitors Ltd, today. Our team of specialist employment solicitors are experienced in acting for for veterans and will guide and support you through the process to achieve a positive outcome.

What is a workplace grievance?

A workplace grievance is a formal complaint or concern raised by an employee to their employer. This may include concerns raised about working conditions, pay, how you’re being treated at work or your employment contract.

Common workplace grievances faced by veterans

Ex-service veterans may encounter specific challenges in the civilian workforce, including:

• Discrimination: Bias based on military background, disability (e.g., PTSD), or age.
• Bullying or Harassment: Unfair treatment by colleagues or managers due to a lack of understanding about military culture.
• Unfair Dismissal: Being dismissed without valid reason or not following proper legal procedures.
• Workplace Adjustments: Employers failing to provide reasonable adjustments for service-related injuries or disabilities.
• Pay Disputes or Contract Violations: Issues related to wages, benefits, or unfair changes to employment terms.

Your rights as a Veteran in the workplace

The UK has several legal protections to ensure fair treatment in the workplace. These include, but are not limited to:

1) Equality Act 2010: Protects individuals from discrimination based on disability, age, or other protected characteristics.

2) Health and Safety at Work Act 1974: Ensures safe working conditions for all employees, including those with additional needs arising from military service.

3) Minimum Wage and Working Hours

• National Minimum Wage (NMW): Rates vary by age and status, including a higher National Living Wage for workers aged 23+.
• Maximum Weekly Working Hours: Employees should not work more than 48 hours a week on average unless they opt out.
• Rest Breaks: Employees are entitled to breaks during shifts, daily rest, and weekly rest periods.

4) Employment Contracts

• Written Statement of Terms: Employers must provide a written statement of employment particulars within two months of starting work.
• Contract Types: Contracts can be full-time, part-time, zero-hours, or fixed-term.

5) Flexible Working from day 1

New regulations came into effect this year to give employees the right to request flexible working from day one of their employment. Employees are also able make two flexible working requests every 12 months.

This may include requesting to work from home, flexible working hours or requesting to go part-time. Under the new regulations, the new legislation has removed the need for employees to explain or justify the impact of the proposed change to their working arrangements.

6) Redundancy and Dismissal

• Fair Dismissal: Employers must have a valid reason for dismissal and follow proper procedures.
• Redundancy Pay: Employees with two or more years of service are entitled to redundancy pay if made redundant.

Steps to address a workplace grievance

If you feel that you are not being treated fairly at work, you should follow these steps:

1. Speak to Your Employer Informally
   Many issues can be resolved through open communication. Arrange a meeting with your manager or HR department to discuss your concerns.
2. Follow the Grievance Procedure
   Every employer should have a formal grievance process. Raise your concerns in writing, detailing the issue and the resolution you seek.
3. Seek External Advice
   If internal processes do not resolve the matter, organisations such as the Advisory, Conciliation and Arbitration Service (ACAS) can provide impartial advice.
4. Consider Legal Action
   If all else fails, you may need to take legal action by filing a claim.

Why should I use Oakwood Solicitors Ltd?

If you have raised a workplace grievance but have not been able to come to a successful conclusion with your employer, Oakwood Solicitors may be able to assist you in your claim.

You will have a dedicated advisor who will see your claim through from start to finish, assisting you in the event of any queries or issues you may have. If it is preferable to you, we are able to assign a female advisor to carry out your claim.

Your case handler will also continue to provide regular updates until the conclusion of your claim, ensuring the process is as stress-free and effortless as possible.

Oakwood Solicitors Ltd: Supporting veterans

Oakwood Solicitors is committed to supporting Armed Forces personnel, veterans and reservists, whether they are still serving or have entered civilian life. Proudly partnered with veterans’ organisation, FrontFoot – we aim to support veterans in all manners of life.

Having signed the Armed Forces Covenant, Oakwood Solicitors is passionate about supporting and seeking justice for those who have served our country.

With a proven track record of success and a commitment to protecting your rights, Oakwood Solicitors is the trusted choice for military personnel seeking justice.

Further reading

CICA claims for Ex-service Personnel: A guide to compensation for victims of crime

Military legal advice and support – Oakwood Solicitors

Dealing with problems at work – ACAS

WHAT TO DO NEXT

Get in touch today for a no-obligation consultation. Choose one of the methods on the right-hand side of this page, or call us on 0113 200 9720 to find out how we can help you.