Every person who works with TalaStar Digital has the right to raise concerns about their working conditions, treatment, or relationships — and to have those concerns heard fairly, promptly, and without fear of retaliation. This procedure exists because we believe that addressing problems early and honestly is how trust is built.
Effective: 10 April 2026 · Version 1.0 · Approved by: Kristal Jane Apurado, Director
TalaStar Digital Ltd (Company No. 17060305) is an early-stage technology company. As a small organisation, we are not legally required to maintain a formal grievance procedure under the Employment Rights Act 1996 in the same manner as larger employers. However, we voluntarily adopt this procedure because we believe every person deserves a clear, fair process for raising concerns — regardless of company size. This procedure is aligned with the ACAS Code of Practice on Disciplinary and Grievance Procedures, which tribunals take into account when assessing the reasonableness of employer conduct.
This procedure addresses individual workplace concerns — matters that affect you personally in your working life. It is distinct from our Whistleblowing Policy, which covers disclosures about wrongdoing that affect the wider public interest.
The following categories illustrate the types of concerns this procedure covers. This is not an exhaustive list — if you are unsure whether your concern qualifies, raise it anyway. We would rather hear a concern that turns out to be minor than miss one that matters.
Concerns about interpersonal conflicts, communication breakdowns, or difficulties with colleagues or management that affect your ability to work effectively.
Disputes regarding employment terms, working hours, pay, benefits, role responsibilities, or changes to contractual arrangements.
Issues relating to physical working conditions, health and safety concerns, equipment, or facilities that impact your wellbeing at work.
Perceived unfairness in decisions affecting you — including performance assessments, disciplinary outcomes, promotion decisions, or allocation of work.
Experiences of bullying, harassment, discrimination, or any conduct that undermines your dignity at work. TalaStar has zero tolerance for such behaviour.
We encourage you to try resolving concerns informally first, where it feels safe and appropriate to do so. Many workplace issues arise from misunderstandings that can be addressed through direct, respectful conversation.
Speaking directly with the person involved, if you feel comfortable
Requesting an informal conversation with your line manager
Asking for mediation between parties, facilitated by a neutral colleague
Raising the matter with the Director for informal guidance
You are never required to attempt informal resolution before raising a formal grievance. If the nature of your concern makes informal discussion inappropriate or unsafe, proceed directly to the formal procedure.
If informal resolution is not appropriate or has not resolved the matter, you have the right to raise a formal grievance. The following four stages are aligned with the ACAS Code of Practice on Disciplinary and Grievance Procedures.
Submit your grievance in writing, describing the issue, relevant dates, any witnesses, and the outcome you seek. Address it to the Director or designated grievance handler.
A meeting will be arranged to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative. The meeting will be conducted with sensitivity and confidentiality.
A written decision will be provided, explaining the findings, any actions to be taken, and the reasoning behind the decision. If the grievance is upheld, remedial steps will be outlined.
If you are not satisfied with the outcome, you may appeal in writing. The appeal will be heard by a different person where possible, and the outcome communicated within 10 working days.
Under Section 10 of the Employment Relations Act 1999, you have the statutory right to be accompanied at any formal grievance meeting by a trade union representative or a fellow worker of your choice. Your companion may address the meeting, confer with you during the meeting, and sum up your case — but may not answer questions on your behalf. If your chosen companion is unavailable on the proposed date, you may suggest an alternative date within five working days.
Grievances are addressed promptly at every stage, with clear timeframes communicated in advance.
All grievance proceedings are treated as confidential. Information is shared only with those who need to know.
Every grievance is investigated impartially. Both parties have the opportunity to present their perspective.
Written records are maintained at each stage, stored securely, and retained in accordance with UK GDPR.
No employee will suffer any detriment for raising a grievance in good faith. Retaliation is a disciplinary matter.
The aim is always to resolve concerns constructively. Mediation is offered where both parties agree it may help.
If you feel that your grievance has not been resolved satisfactorily through our internal procedure, or if you wish to seek independent advice at any stage, the following external resources are available to you.
Free, impartial advice on workplace disputes. ACAS also offers Early Conciliation before employment tribunal claims.
Helpline: 0300 123 1100
Free guidance on employment rights, grievance procedures, and next steps if you feel your rights have been breached.
Online and in-person advice
If internal resolution and ACAS Early Conciliation do not resolve the matter, you may have the right to bring a claim to an employment tribunal.
Via ACAS Early Conciliation first
Specialist advice if your grievance relates to discrimination under the Equality Act 2010.
Helpline: 0808 800 0082
Document Approval
This Grievance & Complaints Procedure was approved by Kristal Jane Apurado, Director of TalaStar Digital Ltd, on 10 April 2026. It will be reviewed annually or when significant changes occur to employment legislation. The next scheduled review is April 2027.
TalaStar Digital Ltd · Co. No. 17060305 · Registered: 128 City Road, London, EC1V 2NX · England & Wales