What documents should I bring to a workplace grievance meeting?

You should bring your written grievance letter, which sets the agenda for the discussion. Additionally, gather all documentary evidence such as emails and messages, copies of relevant company policies, contemporaneous notes of incidents with dates and times, and the contact details of any witnesses who support your account. These documents help substantiate your claims during the meeting.

What happens if my employer does not follow the ACAS Code?

If an employer fails to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015), it can result in a 25% uplift in any tribunal award. The Code sets out minimum standards for handling grievances, and adhering to these procedures is important for both the employer and the employee to ensure a fair process.

How should I prepare my case for the meeting?

You should prepare a clear, specific statement of your desired outcome, such as an apology, a change in management, an investigation, or compensation. You should also note the specific policy breaches or legal rights you are relying on and prepare answers to questions the employer is likely to ask. This preparation helps maximise the chance of a successful resolution.

Where can I get advice before my grievance meeting?

You can contact the ACAS helpline on 0300 123 1100 for free pre-meeting advice. It is also recommended to request that the meeting is recorded or that minutes are taken. Additionally, you should plan for follow-up steps, including understanding your appeal rights in case the outcome of the grievance is unfavourable.

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preparation

Employment Law

Updated 2026-04-09

Preparation Checklist for a Workplace Grievance Meeting

How to prepare effectively for a formal workplace grievance meeting with your employer.

Overview

The ACAS Code of Practice on Disciplinary and Grievance Procedures (2015) sets out minimum standards for grievance procedures. An employer's failure to follow the Code can result in a 25% uplift in any tribunal award. You have the right to be accompanied by a trade union representative or workplace colleague at any formal grievance meeting (Employment Relations Act 1999, s.10). Preparing thoroughly maximises the chance of resolution and protects you if the matter later proceeds to tribunal.

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Documents and Evidence

Your written grievance letter(Essential)

This sets the agenda — the employer must address the specific complaints raised

All documentary evidence supporting your grievance (emails, messages, policies)(Essential)

Copies of any relevant company policies (grievance procedure, equality policy, etc.)(Essential)

Contemporaneous notes of incidents with dates and times(Essential)

Contact details of any witnesses who support your account

Your Case and Desired Outcome

Clear statement of what you want to happen as a result of the grievance(Essential)

Be specific: an apology, a change in management, an investigation, compensation, etc.

Note of the specific policy breaches or legal rights you are relying on

Prepared answers to likely questions from the employer

Rights and Follow-up

Confirm your companion is attending (trade union rep or colleague — your right under s.10 Employment Relations Act 1999)(Essential)

Request that the meeting is recorded or that minutes are taken

Plan for follow-up: appeal rights if the outcome is unfavourable

ACAS helpline number (0300 123 1100) for free pre-meeting advice

Related Guides

Related Rights

Official Resources

ACAS Code — Disciplinary and Grievance →ACAS Helpline →

Frequently asked questions

What documents should I bring to a workplace grievance meeting?: You should bring your written grievance letter, which sets the agenda for the discussion. Additionally, gather all documentary evidence such as emails and messages, copies of relevant company policies, contemporaneous notes of incidents with dates and times, and the contact details of any witnesses who support your account. These documents help substantiate your claims during the meeting.
What happens if my employer does not follow the ACAS Code?: If an employer fails to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015), it can result in a 25% uplift in any tribunal award. The Code sets out minimum standards for handling grievances, and adhering to these procedures is important for both the employer and the employee to ensure a fair process.
How should I prepare my case for the meeting?: You should prepare a clear, specific statement of your desired outcome, such as an apology, a change in management, an investigation, or compensation. You should also note the specific policy breaches or legal rights you are relying on and prepare answers to questions the employer is likely to ask. This preparation helps maximise the chance of a successful resolution.
Where can I get advice before my grievance meeting?: You can contact the ACAS helpline on 0300 123 1100 for free pre-meeting advice. It is also recommended to request that the meeting is recorded or that minutes are taken. Additionally, you should plan for follow-up steps, including understanding your appeal rights in case the outcome of the grievance is unfavourable.