Guide
How to Raise a Grievance at Work
A grievance is a formal complaint to your employer. Here is how to do it properly so your concerns are taken seriously.
What is a grievance?
A grievance is a formal way of raising a concern, problem, or complaint with your employer. You might raise a grievance about bullying, harassment, discrimination, unfair treatment, changes to your terms and conditions, health and safety concerns, or your employer failing to follow their own policies.
Your employer is legally required to have a grievance procedure, and the ACAS Code of Practice on disciplinary and grievance procedures sets out the minimum standards they must follow. If your employer does not follow the Code and the matter goes to an employment tribunal, the tribunal can increase any award by up to 25%.
Before you raise a formal grievance
Try to resolve the issue informally first if you can. Speak to your manager, their manager, or HR. Keep a written record of when you raised it, what you said, and what the response was. If informal steps do not resolve the issue, or if the matter is too serious for an informal approach (such as serious harassment or discrimination), move to a formal grievance.
What to include in your grievance letter
Your grievance should be in writing. Include: a clear description of what happened, with specific dates and times. The names of people involved and any witnesses. How the situation has affected you. What you have already done to try to resolve it. What outcome you are looking for. Reference any company policies or legal rights that are relevant.
Keep your tone factual and professional, even if you are angry or upset. Stick to the facts and avoid personal attacks. Your grievance letter is a formal document that could be used as evidence, so accuracy matters.
The grievance process
1. Submit your grievance in writing
Send it to your manager, HR, or whoever your company policy directs. If the grievance is about your manager, send it to their manager or directly to HR. Keep a copy and note the date.
2. Grievance meeting
Your employer must invite you to a meeting to discuss your grievance. You have the right to be accompanied by a trade union representative or a colleague. Prepare your points in advance and bring any supporting evidence.
3. Decision
Your employer should inform you of their decision in writing within a reasonable time. They should explain what action they will take, if any.
4. Appeal
If you are not satisfied with the outcome, you have the right to appeal. Submit your appeal in writing, explaining why you disagree with the decision. The appeal should be heard by a different, more senior manager where possible.
Your rights during the process
You have the right to be accompanied at grievance meetings by a trade union representative or a colleague. You have the right not to be victimised or treated badly for raising a grievance. Under the Employment Rights Act 1996, dismissing you or treating you unfairly because you raised a grievance could be unlawful. You have the right to a fair and thorough investigation of your complaint.
If your grievance is not resolved
If you have exhausted your employer's grievance procedure and the issue is not resolved, you can contact ACAS for early conciliation. This is a free service and a required step before making an employment tribunal claim. You generally have three months minus one day from the event to start this process, so do not delay.