Workplace Discrimination Grievance Letter

Legal Basis

Equality Act 2010 (protected characteristics, direct discrimination, indirect discrimination, harassment, victimisation); ACAS Code of Practice on Disciplinary and Grievance Procedures (March 2015). A 25% uplift in tribunal compensation may be awarded where an employer unreasonably fails to follow the ACAS Code.

• ✗Waiting too long — grievances should be raised promptly and before the 3-month minus 1 day ET deadline approaches
• ✗Being too vague about the specific acts complained of — name dates, witnesses, and specific words or conduct
• ✗Not identifying the protected characteristic(s) you rely on
• ✗Sending to an inappropriate manager (e.g. the manager whose conduct you are complaining about) — send to HR or a senior manager
• ✗Not keeping copies — keep a copy of the letter and proof of delivery (email read receipt or recorded post)

Build Your Letter

[YOUR FULL NAME]
[YOUR JOB TITLE]
[YOUR DEPARTMENT]

[DATE OF LETTER]

[HR MANAGER / SENIOR MANAGER NAME]
[COMPANY NAME]
[COMPANY ADDRESS]

---

Dear [HR MANAGER / SENIOR MANAGER NAME],

**FORMAL GRIEVANCE: WORKPLACE DISCRIMINATION — EQUALITY ACT 2010**

I am writing to raise a formal grievance under the Company's grievance procedure in relation to unlawful discrimination, harassment, and/or victimisation in breach of the Equality Act 2010.

**1. My Protected Characteristic**

My complaint relates to my [PROTECTED CHARACTERISTIC (E.G. RACE, DISABILITY, SEX)] (as defined in section [RELEVANT SECTION OF EQUALITY ACT 2010 (E.G. S.9 RACE, S.6 DISABILITY)] of the Equality Act 2010).

**2. The Acts Complained Of**

I set out below the specific acts of discrimination / harassment / victimisation that I have experienced:

**Incident 1 — [DATE OF FIRST INCIDENT]**

[DESCRIPTION OF FIRST INCIDENT]

**Incident 2 — [DATE OF SECOND INCIDENT]**

[DESCRIPTION OF SECOND INCIDENT]

**Incident 3 (if applicable) — [DATE OF THIRD INCIDENT (IF ANY)]**

[DESCRIPTION OF THIRD INCIDENT]

**3. Witnesses**

The following individuals witnessed some or all of the above conduct: [NAMES OF WITNESSES]

**4. Evidence**

I hold / am able to obtain the following evidence in support of my grievance: [DESCRIPTION OF EVIDENCE YOU HOLD]

**5. The Effect on Me**

[HOW THE DISCRIMINATION HAS AFFECTED YOU]

**6. What I Am Seeking**

I ask the Company to:

(a) Investigate this grievance thoroughly and fairly, including interviewing all named witnesses;
(b) Take appropriate action against the individual(s) responsible;
(c) Provide me with a written outcome of the investigation;
(d) Confirm the steps the Company will take to prevent recurrence;
(e) [ANY ADDITIONAL SPECIFIC REMEDY SOUGHT].

I expect to be treated fairly and without detriment for raising this grievance. Any adverse treatment following this letter may itself constitute victimisation under section 27 of the Equality Act 2010.

I am available to attend a grievance hearing at a mutually convenient time. I request to be accompanied at any hearing by a trade union representative or a workplace colleague of my choice (Employment Relations Act 1999 s.10).

Yours sincerely,

[YOUR FULL NAME]

Related Guides

• Employment Tribunal Guide
• Discrimination Claim

Related Rights

• Right To Equal Treatment

Frequently asked questions

What is a workplace discrimination grievance letter?

A workplace discrimination grievance letter is a formal internal complaint to your employer alleging unlawful discrimination, harassment, or victimisation based on a protected characteristic under the Equality Act 2010. It outlines specific incidents, witnesses, and evidence, and requests an investigation and appropriate action. While not legally required before tribunal, it is strongly recommended to demonstrate compliance with ACAS procedures and put the employer on notice.

Who should I send my discrimination grievance letter to?

You should send the letter to HR or a senior manager, not to the manager whose conduct you are complaining about. This ensures the grievance is handled impartially. The letter should be sent via email with a read receipt or recorded post, and you must keep a copy of the letter and proof of delivery for your records.

What details must I include in the grievance letter?

The letter must clearly identify the protected characteristic (e.g., race, disability, sex) and describe specific acts with dates, witnesses, and exact words or conduct. Vague complaints are ineffective. You should also state the impact on you and the specific remedies sought, such as an investigation, disciplinary action, or prevention measures.

Do I have to raise a grievance before going to an Employment Tribunal?

Raising a grievance is not legally required before going to an Employment Tribunal, but it is strongly recommended. It can improve your position, put the employer on notice, and demonstrate compliance with the ACAS Code of Practice. However, do not delay the grievance until after the 3-month minus 1 day tribunal deadline has passed.

What happens if my employer ignores the ACAS Code?

If an employer unreasonably fails to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures, an Employment Tribunal may award a 25% uplift in compensation. Therefore, it is important to follow proper procedures, including raising the grievance promptly and providing specific details of the incidents.