No. In many cases it is appropriate to deal with a grievance informally, particularly where it has been a one off or minor incident. Speaking to the parties involved on an informal basis can often diffuse the situation and enables the parties to see the other’s point of view.
If the informal approach does not resolve the issue then the next step is to use the formal process. You should also use the formal process where the incident is more serious, or there have been a number of incidents, or the aggrieved insists.
If you have a grievance policy it will also provide guidance on the approach to follow.
For further guidance on the process employers need to follow see:
G2 – Grievance process flowchart
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