How to Raise a Grievance at Work: A Step by Step Guide for Employees

What a grievance is

A grievance is a formal complaint to your employer about how you have been treated at work. It is your right under UK employment law, and it is governed by the ACAS Code of Practice on Disciplinary and Grievance Procedures. You do not need a solicitor to raise one. You do not need to use legal language. You simply need to explain, clearly and in writing, what has happened and why it matters.

Raising a grievance does not make you difficult. It puts your employer on notice that something is wrong and gives them a formal opportunity to put it right. It also creates a paper trail, which can be important if the issue is not resolved and you later need to take things further.

When to raise a grievance

A grievance is appropriate when informal conversations have failed, or when the issue is too serious for an informal chat. Common reasons employees raise grievances include discrimination, bullying, harassment, unfair treatment, breach of contract, unequal pay, health and safety concerns, and retaliation after making a complaint.

The key signal is this: you have already tried to sort it out, or the situation is serious enough that informal action is not appropriate, and your employer has not resolved it.

How to write a grievance letter

Address your letter to your line manager or HR. State clearly at the start that it is a formal grievance. That matters, because it triggers your employer's duty to follow the ACAS Code. If you do not label it as a grievance, your employer may claim they did not realise it was a formal complaint.

Be specific. Include dates, incidents, who was involved, and what was said or done. Reference any specific policy, procedure, or legal right you believe has been breached. Avoid emotional language and stick to facts. A grievance letter is not the place to vent. It is a document that may be read by a manager, an HR director, or eventually a tribunal, so clarity and accuracy matter.

Keep it as short as you can while including everything important. If there are many incidents, consider using a numbered list or a short timeline. Ask for a grievance meeting in your letter, and say that you would like the right to be accompanied.

What happens after you submit

Once your employer receives your grievance, they should acknowledge it in writing. They should then invite you to a grievance meeting. You have the legal right to be accompanied at that meeting by a fellow worker or a trade union official. If you are not in a union, ask a trusted colleague.

After the meeting, your employer should investigate your complaint properly. That means speaking to relevant people, looking at documents, and considering your evidence before reaching a decision. They should then give you a written outcome, setting out what they found and what they intend to do. They must also offer you a right of appeal.

Common mistakes employees make

The most common mistake is being too vague. Saying "I feel bullied" without explaining who, when, and what happened makes it easy for your employer to dismiss your complaint. Another common mistake is waiting too long, which makes evidence harder to gather and can affect deadlines if you later consider a tribunal claim.

Other mistakes include raising a grievance verbally and never confirming it in writing, including too much emotion and not enough fact, and not keeping copies of your letter, your employer's response, and any meeting notes. Treat this like evidence from the start, because that is what it may become.

What to do if your employer ignores your grievance

If your employer does not respond within a reasonable time, send a polite follow-up in writing. Keep it short: reference your original grievance, the date you sent it, and ask for an update and a meeting date. Note the failure to respond. That failure becomes evidence of a procedural failure if the matter goes further.

An employer who ignores a grievance risks a tribunal finding that they did not follow the ACAS Code. That can increase any compensation awarded against them by up to 25%. It also weakens their position if they later try to argue that they took your concerns seriously.

The importance of timing

If you are considering an employment tribunal claim, raising a grievance first is strongly recommended. Tribunals expect employees to try to resolve issues internally where possible. Failure to follow the ACAS Code can count against you as well as against your employer. More importantly, Acas states that time limits for employment tribunal claims increased from 3 months to 6 months on 1 October 2026. The 3 month limit may still apply to problems that started before 1 October 2026. Check your deadline early and seek advice.

Practical next steps

If you are ready to raise your grievance, write the letter today. Use the structure above, keep it factual, and ask for a meeting. Send it by email or by a method that gives you proof of delivery. Keep a copy for yourself. Note the date you sent it.

1. Write your grievance letter using the five-point structure.
2. Send it to your line manager or HR and keep a copy.
3. Note the date you sent it and how you sent it.
4. Follow up in writing if you receive no response within 5 working days.
5. Keep a file of all replies, meeting notes, and outcomes.

You do not have to do this perfectly. You just have to do it clearly, in writing, and on record. If you are unsure how to word your letter, Belonge's grievance template can help you get started.

If you have already received an outcome and it was not upheld, read what to check before you appeal.