In short
Grievance redressal is the process for resolving an employee's individual complaints about pay, working conditions, treatment or other workplace issues. Under Section 4 of the Industrial Relations Code, 2020, in force since 21 November 2025, every industrial establishment with 20 or more workers must have a Grievance Redressal Committee of up to 10 members, split equally between employer and worker representatives, which should complete proceedings within 30 days of receiving a grievance.
What is employee grievance redressal?
A grievance is a complaint by an employee about something that affects them personally at work, for example unpaid overtime, unfair allocation of shifts, a denied leave request, poor facilities, or treatment by a manager.
Grievance redressal is the formal process for raising, investigating and resolving those complaints. It is different from:
- POSH complaints, which must go to the Internal Committee under the POSH Act
- Whistleblower reports about wrongdoing that harms the organisation
- Industrial disputes raised collectively by workers or unions
Who must have a Grievance Redressal Committee?
The Industrial Relations Code, 2020 came into force on 21 November 2025, replacing the Industrial Disputes Act, 1947, the Trade Unions Act and the Industrial Employment (Standing Orders) Act. Section 4 requires every industrial establishment employing 20 or more workers to have one or more Grievance Redressal Committees (GRCs) to resolve disputes arising from individual grievances.
Composition of the Grievance Redressal Committee
| Requirement | What the Code says |
|---|---|
| Size | No more than 10 members |
| Balance | Equal numbers of employer and worker representatives |
| Chairperson | Alternates every year between employer and worker representatives |
| Women | Representation of women workers in proportion to their share of the workforce |
Timelines
| Step | Time limit |
|---|---|
| Worker files a grievance | Within one year of the cause of action |
| GRC completes proceedings | Within 30 days of receiving the application |
| If the worker is not satisfied | They can take the matter further through the dispute-resolution process under the Code |
State rules under the Industrial Relations Code may add detail on how the committee is formed and how grievances are filed. Check the rules for each state where you have establishments.
A fair grievance redressal process, step by step
- Submit: the employee raises the grievance in writing through an easy, accessible channel. Shop-floor workers without email need a QR code or paper option.
- Acknowledge: confirm receipt quickly, ideally within 3 working days, and give a reference number.
- Manager response: many grievances can be resolved by the immediate manager or local HR within a set time.
- Committee review: if it isn't resolved, or the manager is involved, it goes to the Grievance Redressal Committee.
- Decision: the committee records its findings and the resolution, with reasons.
- Accept or appeal: the employee can accept the outcome or take it further.
- Close and learn: record the outcome and look for patterns across categories and locations.
What should a grievance redressal policy include?
- Scope: what counts as a grievance, and what goes to POSH or whistleblower channels instead
- How to raise a grievance, including options for workers without email or computers
- Who handles it at each level: manager, HR and the Grievance Redressal Committee
- Time limits for acknowledgement, response and committee decision
- Protection from retaliation for raising a grievance in good faith
- Confidentiality and how records are kept
- How to escalate if the employee is unhappy with the outcome
Grievance redressal across multiple locations
For organisations with plants, branches or stores in different places, grievances are best handled locally by people who understand the site, while head office keeps visibility. The Code applies per industrial establishment, so each establishment with 20 or more workers needs its own committee.
Tracking grievances by category and location also reveals problems early: a spike in complaints about overtime at one plant, or about a single supervisor, is a warning sign you can act on before it becomes a dispute.
How TrustToSpeak handles grievance redressal
Grievances, resolved on time
- A QR code at every site, so workers can raise a grievance from their own phone without email or login.
- A committee for every establishment, with regional managers seeing only their locations.
- Acknowledgement, response and committee deadlines tracked automatically, with alerts.
- Accept-or-appeal step built into the flow, with every decision recorded.
- Status tracking and private chat, so employees aren't left wondering.
- Trends by category and location to spot recurring problems early.
Frequently asked questions
Is a Grievance Redressal Committee mandatory?
Yes, for every industrial establishment with 20 or more workers, under Section 4 of the Industrial Relations Code, 2020, which came into force on 21 November 2025.
How many members can a Grievance Redressal Committee have?
Up to 10, with an equal number of employer and worker representatives. The chairperson alternates each year between the two sides, and women workers must be represented in proportion to their share of the workforce.
What is the time limit for resolving a grievance?
The Grievance Redressal Committee should complete its proceedings within 30 days of receiving the grievance. A worker must raise the grievance within one year of the cause of action.
What is the difference between a grievance and a POSH complaint?
A sexual harassment complaint must go to the Internal Committee under the POSH Act, which has its own procedure and timelines. A grievance is any other individual complaint about work, such as pay, workload or treatment.
Can employees raise a grievance anonymously?
Formal grievances usually need the employee's name, because the resolution is about them. Many organisations also offer an anonymous channel for concerns the employee isn't comfortable raising openly.
Does each branch need its own Grievance Redressal Committee?
The requirement applies to each industrial establishment with 20 or more workers, so separate establishments usually need their own committee.
This guide explains the law in general terms and is not legal advice. Laws, rules and state notifications change; check the current text and take advice from a qualified professional for your situation.