Grievance not upheld? Get advice before your appeal.
Concerns raised that were not investigated or addressed in the outcome need to be identified in your appeal. Explain what the employer missed, why it matters to the decision and what you want reviewed.
Belonge’s £149 Case Assessment reviews your grievance, outcome letter and supporting evidence and provides a written report with findings and recommended actions.
£149 · One hour · Written report
Book a Case AssessmentWhat to check when your grievance is not upheld
Start by comparing your original grievance with the outcome letter. Identify which concerns received a finding, which the employer rejected and which the outcome did not address. Check the response to the resolution you requested, including any action the employer agreed to take.
Next, examine the reasons for the decision. Compare the findings with the emails, meeting records and other evidence you submitted. If the outcome relies on witness accounts, check what it records about those accounts and how the employer used them to reach its findings. Request relevant investigation records you have not received. A missing reference in the letter does not establish that no investigation took place.
These checks help distinguish disagreement with a decision from a specific omission or error that needs review. Without that distinction, an appeal risks repeating the complaint without explaining what needs correcting.
Turn the findings into grounds for appeal
For each ground, identify the part of the outcome you challenge, explain the error or omission and refer to the supporting evidence. Then state the action you want the employer to take.
For example, if an email you submitted contradicts a finding, identify the email and explain the contradiction. Ask the appeal manager to review that finding against the evidence. If the outcome did not address a concern, identify where you raised it and request an investigation and a written finding.
The ACAS Code of Practice on Disciplinary and Grievance Procedures provides for written appeal grounds and an impartial appeal, handled wherever possible by a manager who has not previously been involved. The purpose is to give the employer a clear basis for reviewing the decision.
Check the deadline before waiting for documents
Read the appeal instructions in your outcome letter and your employer’s grievance policy. Follow the stated deadline. If you need more time to obtain records or advice, request an extension promptly and seek written confirmation. Do not assume the employer has agreed to it.
An internal grievance or appeal does not pause employment tribunal time limits. If you are considering a claim, check the relevant deadline separately and notify ACAS within the applicable time limit. Do not wait for the appeal outcome to check this.
Get your case assessed before you appeal
A concern left out of the outcome, a finding contradicted by evidence and disagreement with the employer’s conclusion require different explanations in an appeal. Reviewing the outcome alongside the original complaint and supporting records helps identify which grounds the documents support.
During a Belonge Case Assessment, we review your grievance, outcome letter and supporting evidence, identify procedural failures and relevant legal issues, and advise on the action to take. You receive a written report with findings and recommended actions.
Have your original grievance, outcome letter, grievance policy and relevant evidence available. Include any appeal instructions and deadline you have received.
Case Assessment: £149 for one hour, with a written report.
Book a Case AssessmentQuestions about a rejected grievance
Belonge provides legal services strictly for employees. Belonge is not a law firm and provides unregulated legal services. We do not provide representation.
The ACAS procedure and tribunal guidance on this page apply to England, Wales and Scotland. Northern Ireland has separate procedures.