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Employee Relations Case Log
An employee relations case log to track grievances, investigations, and disciplinary cases in one place — with status, owner, and outcome for oversight and reporting.
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What you get
- A single tracker for all ER cases — grievances, investigations, discipline
- Status, owner, and key-date columns to prevent cases stalling
- An outcome field that builds reporting and trend analysis
- A confidential, audit-ready record of every case
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
How to use this log
Maintain one confidential master log of all employee relations cases. Use a unique reference per case, keep status and next actions current, and restrict access to authorised HR staff only. The log doubles as your management report and trend-analysis source.
Case log
| Case ref | Date opened | Type | Department | Owner | Status | Next action / date | Outcome | Date closed |
|---|---|---|---|---|---|---|---|---|
| ER-001 | Grievance | Open | ||||||
| ER-002 | Investigation | In progress | ||||||
| ER-003 | Disciplinary | Closed |
Status key
- Open— logged, not yet actioned
- In progress— investigation or process underway
- On hold— awaiting information or external input
- Closed— resolved and documented
Quarterly summary
| Case type | Opened | Closed | Avg days to resolve | Notes / trends |
|---|---|---|---|---|
| Grievance | ||||
| Investigation | ||||
| Disciplinary | ||||
| Conflict / mediation |
Restrict access to authorised HR personnel and store the log securely — it contains highly sensitive personal data. Retain records in line with your data-retention policy and legal requirements, and never use it for purposes beyond case management and reporting.
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How to use this template
- 1
Log every case
Open a row the moment a case is raised, with a unique reference, type, and date opened.
- 2
Keep status current
Update the status and next action after each step so nothing stalls and SLAs are met.
- 3
Record the outcome
Capture the resolution and any actions taken when each case closes.
- 4
Review for trends
Periodically analyse case types, hotspots, and time-to-resolve to spot systemic issues.
Frequently asked questions
Why keep a central employee relations case log?
It prevents cases from stalling, gives leadership visibility, supports consistent handling, and surfaces trends — such as a department with repeated grievances — that you would otherwise miss.
Who should have access to the case log?
Only authorised HR staff. It contains sensitive personal data, so access should be strictly need-to-know and the file stored securely with appropriate permissions.
How long should ER case records be retained?
Follow your data-retention policy and any legal or regulatory requirements for your jurisdiction. Retain long enough to defend decisions and spot patterns, but no longer than legitimately needed.