How to raise a grievance at work

What a grievance is for

A grievance is the formal route for raising a concern, problem or complaint with your employer. It is normally used when informal conversations have not resolved the issue, or when the issue is too serious to deal with informally.

The ACAS Code of Practice on disciplinary and grievance procedures sets out the basic standards employers are expected to follow. An Employment Tribunal can take an unreasonable failure to follow the Code into account when deciding compensation.

Before you write it

Take time to prepare. A grievance that is clear and well organised is easier for the employer to investigate and harder to dismiss.

• Read your employer's grievance procedure.
• Collect the relevant emails, messages and documents in date order.
• Write a short chronology of what happened.
• Decide what outcome you are asking for.

What to include

Keep the grievance factual and structured. Avoid long narrative and emotional language; let the facts carry the weight.

• A clear statement that this is a formal grievance.
• The specific issues, each with dates and names.
• Reference to relevant policies or contractual terms.
• The impact on you.
• The outcome you are seeking.

What happens next

Your employer should arrange a meeting without unreasonable delay. You have the right to be accompanied by a colleague or a trade union representative. After the meeting the employer should give you a written outcome and tell you how to appeal.

If the outcome is unsatisfactory, you can appeal. An appeal should normally be heard by someone not previously involved.

A note on time limits

Raising a grievance does not pause or extend the time limit for an Employment Tribunal claim. If your concern could give rise to a tribunal claim, take advice about the deadline at the same time as you raise the grievance.