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A grievance is a formal complaint raised by an employee about their treatment at work. Following the employer's grievance procedure is important both for resolving issues and for protecting your legal position — failing to raise a grievance before bringing a tribunal claim can result in a reduction in compensation (ACAS Code of Practice on Disciplinary and Grievance Procedures). Employers are expected to handle grievances fairly and promptly. The right to be accompanied by a trade union representative or colleague applies to formal grievance meetings.
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Check Your Employer's Policy
Review your employee handbook, contract, or intranet for the employer's specific grievance procedure. Most employers have a written procedure. If not, follow the ACAS Code of Practice on Disciplinary and Grievance Procedures.
- If there is no written procedure, follow the ACAS Code
- Check time limits for raising grievances
- Note who you should address the grievance to
Try Informal Resolution First
Raise the issue informally with your line manager or HR. Many workplace issues can be resolved through conversation. If informal resolution fails or is inappropriate (e.g., the complaint is about your manager), proceed to a formal grievance.
- Keep notes of informal conversations
- If the complaint is about your manager, address the grievance to their manager or HR
- Informal resolution does not prevent you from raising a formal grievance later
Submit a Written Grievance
Put your complaint in writing, clearly setting out: the nature of the complaint, specific incidents with dates, how you want the matter resolved, and any supporting evidence. Address it to the person specified in the grievance procedure.
- Be factual, specific, and professional — avoid emotional language
- Include dates, witnesses, and documentary evidence
- State what outcome you are seeking
- Keep a copy of everything
Attend the Grievance Meeting
The employer should arrange a meeting within a reasonable time (typically 5 working days). You have a statutory right to be accompanied by a trade union representative or colleague (s.10 Employment Relations Act 1999).
- Prepare by reviewing your grievance letter and evidence
- You can bring a companion to take notes
- The companion can address the meeting and ask questions but cannot answer questions on your behalf
Receive the Decision and Appeal
The employer should communicate the decision in writing, with reasons, within a reasonable time. If you are not satisfied, you have the right to appeal. The appeal should be heard by a more senior manager who was not involved in the original decision.
- Note the deadline for lodging an appeal
- An appeal is not a rehearing — focus on why the original decision was wrong
- The appeal decision is usually final
Costau
Rhybuddion pwysig
Failure to follow the ACAS Code of Practice can result in up to 25% reduction in tribunal compensation.
You are protected from victimisation for raising a genuine grievance (Equality Act 2010, s.27, and Employment Rights Act 1996, s.104).
Raising a grievance does not extend the 3-month time limit for bringing a tribunal claim — contact ACAS early conciliation if time limits are approaching.