People Group Services Limited Company Number: 11570329

Grievance, complaints and workplace resolution

Introduction

This policy applies to Employees under grievance; workers and contractors under complaints, with equivalent escalation where appropriate. 

Correct route

A personal employment complaint normally uses grievance. A service or assignment complaint may use complaints. Public-interest wrongdoing may be whistleblowing. Safeguarding, data-breach and immediate safety concerns use urgent routes as well. HR helps identify the route.

Informal resolution

Where appropriate, raise the issue with the manager, agency consultant or relevant person and explain the outcome sought. Informal resolution is not required for a serious allegation, a complaint about that person or an unsafe situation.

Formal grievance

Submit in writing through the portal or to HR, setting out facts, dates, people, evidence and desired resolution. If it concerns the manager, send it to another manager, director or either joint employer.

Meeting and investigation

PGS arranges a meeting without unreasonable delay, investigates as needed and allows accompaniment at a qualifying grievance meeting. Confidentiality is maintained on a need-to-know basis subject to fairness and legal duties.

Outcome and appeal

A written outcome explains findings and action that can appropriately be disclosed. An appeal is heard impartially where practicable. Retaliation for raising or supporting a genuine concern is prohibited.

Declaration

This Policy is approved by the Board of Directors of: People Group Services Limited Company Number: 11570329

Last updated: 24th August 2026