Can I bring someone with me to the grievance meeting?

Yes, you have a statutory right under Section 10 of the Employment Relations Act 1999 to be accompanied at the grievance meeting. Your companion can be a trade union representative or a workplace colleague. You should explicitly state in your letter that you wish to exercise this right and name your chosen companion to ensure your employer is aware of your requirement.

What happens if my employer does not follow the correct procedure?

Failure by an employer to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures can result in an Employment Tribunal uplifting any award by up to 25%. The letter should reference the ACAS Code and your company's specific grievance procedure to ensure the process is handled correctly and to protect your position if the matter proceeds to a tribunal.

What specific details must I include in the grievance letter?

Your letter should identify specific incidents with dates, times, and witnesses to avoid being too vague. It should include a chronology of key events, details of how the situation has affected you, and the specific resolution you are seeking. You should also state that you have attempted to resolve the matter informally before raising this formal grievance.

What should I do if I am unhappy with the outcome of my grievance?

The ACAS Code requires employers to offer a right of appeal if you are unsatisfied with the outcome of your grievance. You should not ignore an unsatisfactory result; instead, you should exercise your right to appeal. Failing to appeal may weaken your position if you later decide to bring an Employment Tribunal claim regarding the handling of your grievance.

← All Templates

Employment

Employment Law

Updated 2026-04-17

Workplace Grievance Letter

Raise a formal workplace grievance under the ACAS Code of Practice on Disciplinary and Grievance Procedures.

This template was not drafted by a solicitor.

It is an editorial reference based on the official sources we cite. You are responsible for any document you send. For high-stakes matters (court proceedings, large sums, deportation, criminal allegations, child welfare), have a regulated solicitor review or draft your document.

When to use this template

Use this when you have a serious complaint about your treatment at work — such as bullying, harassment, discrimination, unfair treatment, or a breach of your employment contract — and informal attempts to resolve the matter have failed. Raising a formal grievance is often a prerequisite before bringing an Employment Tribunal claim.

When NOT to use this template

Do not use this for minor workplace frustrations that could be resolved informally. Think carefully about timing: raising a grievance immediately before a disciplinary hearing may be seen as tactical, whereas genuinely unresolved issues should be raised promptly.

Legal Basis

ACAS Code of Practice on Disciplinary and Grievance Procedures 2015 (revised 2009); Employment Relations Act 1999, s.10 (right to be accompanied); Employment Rights Act 1996. Failure by an employer to follow the ACAS Code can result in an Employment Tribunal uplifting any award by up to 25%.

Before you send

Not putting the grievance in writing — an email or letter starts the formal process
Being too vague — identify specific incidents with dates, times, and witnesses
Not invoking your right to be accompanied at the grievance meeting under s.10 ERA 1999

Common Mistakes to Avoid

✗Not putting the grievance in writing — an email or letter starts the formal process
✗Being too vague — identify specific incidents with dates, times, and witnesses
✗Not invoking your right to be accompanied at the grievance meeting under s.10 ERA 1999
✗Not appealing an unsatisfactory outcome — the ACAS Code requires employers to offer a right of appeal

Build Your Letter

Fill in your details

Complete the fields below. Required fields are marked with *.

Your full name*

Your job title*

Date of letter*

Manager's name (or HR)*

Company name*

Your employment start date*

Full details of your grievance*

Chronology of key events with dates*

How the situation has affected you*

What you want to happen*

Optional fields

Your department

Manager's title

Names of any witnesses

Your chosen companion

Letter preview

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

[DATE OF LETTER]

[MANAGER'S NAME (OR HR)]
[MANAGER'S TITLE]
[COMPANY NAME]

---

Dear [MANAGER'S NAME (OR HR)],

**FORMAL GRIEVANCE**

I am writing to raise a formal grievance in accordance with [COMPANY NAME]'s grievance procedure and the ACAS Code of Practice on Disciplinary and Grievance Procedures.

**Background**

I have been employed by [COMPANY NAME] as [YOUR JOB TITLE] since [YOUR EMPLOYMENT START DATE]. I have endeavoured to resolve the matter informally, but have been unable to do so and am therefore raising this formal grievance.

**Nature of my grievance**

My grievance concerns:

[FULL DETAILS OF YOUR GRIEVANCE]

**Chronology of key events**

[CHRONOLOGY OF KEY EVENTS WITH DATES]

**Witnesses**

The following people witnessed or have knowledge of the matters described above: [NAMES OF ANY WITNESSES]

**How this has affected me**

[HOW THE SITUATION HAS AFFECTED YOU]

**Resolution sought**

I ask that you:

[WHAT YOU WANT TO HAPPEN]

**Right to be accompanied**

I wish to exercise my statutory right under Section 10 of the Employment Relations Act 1999 to be accompanied at the grievance meeting by [YOUR CHOSEN COMPANION].

**Request for meeting**

I ask that a grievance meeting be arranged within a reasonable time of receipt of this letter. Please confirm the date, time, and location of the meeting.

Yours sincerely,

[YOUR FULL NAME]
[YOUR JOB TITLE]

Unfilled fields appear as [FIELD NAME]. Review the letter carefully before sending. This template is a starting point — adapt it to your specific circumstances.

Related Guides

Related Rights

Official Resources

ACAS — Grievances at Work →ACAS Code of Practice →

Frequently asked questions

When should I use a formal grievance letter instead of talking to my manager?: You should use a formal grievance letter when you have a serious complaint about your treatment at work, such as bullying, harassment, discrimination, or a breach of contract, and informal attempts to resolve the matter have failed. It is not suitable for minor frustrations that can be resolved informally. Raising a formal grievance is often a prerequisite before bringing an Employment Tribunal claim.
Can I bring someone with me to the grievance meeting?: Yes, you have a statutory right under Section 10 of the Employment Relations Act 1999 to be accompanied at the grievance meeting. Your companion can be a trade union representative or a workplace colleague. You should explicitly state in your letter that you wish to exercise this right and name your chosen companion to ensure your employer is aware of your requirement.
What happens if my employer does not follow the correct procedure?: Failure by an employer to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures can result in an Employment Tribunal uplifting any award by up to 25%. The letter should reference the ACAS Code and your company's specific grievance procedure to ensure the process is handled correctly and to protect your position if the matter proceeds to a tribunal.
What specific details must I include in the grievance letter?: Your letter should identify specific incidents with dates, times, and witnesses to avoid being too vague. It should include a chronology of key events, details of how the situation has affected you, and the specific resolution you are seeking. You should also state that you have attempted to resolve the matter informally before raising this formal grievance.
What should I do if I am unhappy with the outcome of my grievance?: The ACAS Code requires employers to offer a right of appeal if you are unsatisfied with the outcome of your grievance. You should not ignore an unsatisfactory result; instead, you should exercise your right to appeal. Failing to appeal may weaken your position if you later decide to bring an Employment Tribunal claim regarding the handling of your grievance.