This article applies to England, Wales and Scotland.
In brief: A grievance is a formal complaint you raise with your employer about a problem at work. You have a legal right to raise one, and your employer must follow a fair procedure. ACAS guidance says your employer should hold a grievance meeting within 5 working days. If they fail to follow the ACAS Code, a tribunal can increase your compensation by up to 25%.
Last updated: March 2026
By Yerty | This guide was created using analysis of tribunal cases and official ACAS/Gov.uk guidance.
Something at work isn't right, and talking about it informally hasn't fixed it. Raising a formal grievance can feel like a big step, but it's a legal right, and getting it right matters. This guide covers what a grievance is, how to raise one, how long your employer has to respond, and what happens if they ignore it or handle it badly.
Important: This guide provides information about UK employment law. It is not legal advice. Yerty is not a law firm. Every situation is different. If you're considering raising a grievance, particularly about discrimination or bullying, consider speaking to a solicitor for advice specific to your circumstances.
What Is a Grievance at Work?
A grievance is a formal concern, problem, or complaint that you raise with your employer. It could be about almost anything connected to your employment, including:
- How you're being treated by a manager or colleague
- Changes to your working conditions, hours, or pay
- Bullying, harassment, or discrimination
- Your employer failing to follow their own policies
- Health and safety concerns
- Being unfairly passed over for promotion
- Problems with how a disciplinary process is being handled
A grievance is different from a casual complaint. Raising one formally puts your employer on notice that the matter is serious, and triggers their obligation to follow a proper process.
Why Raising a Grievance Matters
Many people worry that raising a grievance will make things worse. That fear is understandable, but there are strong practical reasons to put your complaint in writing:
It protects your legal position. If you later bring a tribunal claim, not having raised a grievance first could reduce your compensation by up to 25% under the ACAS Code of Practice. Tribunals expect employees to give their employer a chance to put things right.
It creates a record. A written grievance and your employer's response become evidence. An employer who ignores it or handles it badly strengthens your position. A proper resolution may fix the problem without going further.
It's a legal right. You cannot lawfully be dismissed or subjected to detriment for raising a genuine grievance. Retaliation by your employer could amount to victimisation (under the Equality Act 2010, where connected to a protected characteristic) or constructive dismissal.
Thousands of people raise grievances every year and resolve workplace issues without ever going to tribunal. You don't need to be planning legal action to use this process.
How to Raise a Formal Grievance
Your employer should have a written grievance procedure, typically found in your contract of employment, staff handbook, or HR intranet. Where no written procedure exists, the ACAS Code of Practice sets the minimum standard.
Step 1: Try to resolve it informally first. ACAS recommends speaking to your manager (or another senior person, if the issue involves your manager) before raising a formal complaint. If informal approaches haven't worked, or the issue is too serious for an informal discussion, move to a formal grievance.
Step 2: Put your grievance in writing. Write a letter or email to your employer, addressed to whoever your procedure specifies (usually your line manager or HR). Set out clearly what the problem is, when it started, what effect it has had on you, and what outcome you are looking for. Keep the tone factual.
Step 3: Your employer arranges a grievance meeting. ACAS guidance says this should happen "without unreasonable delay," ideally within 5 working days of receiving your grievance. You have a statutory right to be accompanied at this meeting by a colleague or trade union representative.
Step 4: Your employer investigates and responds. After the meeting, your employer should investigate if needed, then write to you with their decision. There is no fixed legal deadline for the overall response, but unreasonable delays could be held against your employer at tribunal.
Step 5: Appeal if you disagree. If you're not satisfied with the outcome, you have the right to appeal. The appeal should ideally be heard by a more senior manager who was not involved in the original decision.
For a deeper look at the process itself, see our grievance process guide.
How Long Does an Employer Have to Respond to a Grievance?
There is no single statutory deadline that applies to every stage. However, the ACAS Code and guidance set clear expectations:
| Stage | Expected timeline |
|---|---|
| Acknowledge receipt of grievance | Promptly, within 1-2 working days |
| Hold a grievance meeting | Without unreasonable delay, ideally within 5 working days |
| Provide a written outcome | Within a reasonable time after the meeting |
| Hear an appeal | Without unreasonable delay after you request one |
Your employer's own procedure may set specific timescales. If it does, they should follow them. Significant delays without explanation may be treated as a breach of the ACAS Code, which could lead to a 25% uplift on any tribunal award.
In practice, complex grievances involving multiple witnesses or overlapping issues may take longer. But your employer should keep you informed of the reasons for any delay and give you an expected timeline.
Raising a Grievance Against a Colleague
If your grievance is about a colleague's behaviour, the process is the same: put it in writing and address it to the person your procedure specifies. Your employer has a duty to investigate, even if the complaint is about someone at the same level or above you.
A few practical points that apply specifically to grievances about colleagues:
Your employer should keep the process confidential and should not share your grievance with the person it's about until they need to investigate. The colleague may need to be told at some point so they can respond, but this should be handled carefully.
Where the behaviour amounts to bullying, harassment, or discrimination, your employer has a legal obligation to take it seriously. Failing to address conduct that breaches the Equality Act 2010 could expose your employer to a discrimination claim, and you would not need any minimum service to bring that claim.
Retaliation for raising a grievance is unlawful where connected to a protected characteristic. Being treated differently or penalised after raising a complaint about discrimination could amount to victimisation under the Equality Act.
Can You Raise a Grievance After Resigning?
Technically, your employer's grievance procedure only applies while you are employed. Once you've resigned, the contractual obligation to follow the procedure typically ends.
However, if you resigned because your employer's conduct left you no real choice, your grievance and your employer's response (or failure to respond) may be relevant to a constructive dismissal claim. ACAS recommends raising a grievance before resigning wherever possible, and tribunals may reduce your compensation if you did not.
If you resigned and then discovered something that would have been a grievance, you may still be able to bring a tribunal claim for the underlying issue (for example, discrimination or unpaid wages) within the relevant time limit.
What Happens If Your Employer Ignores Your Grievance?
Where your employer fails to respond or refuses to follow their grievance procedure, several consequences may follow:
ACAS Code uplift. A tribunal can increase any compensation by up to 25% if your employer unreasonably failed to follow the Code.
Constructive dismissal. If the failure to deal with a grievance is serious enough to breach the implied term of trust and confidence, it could contribute to a constructive dismissal claim. For example, if you raised a grievance about persistent bullying and your employer simply ignored it, a tribunal could treat that as a fundamental breach of contract.
Discrimination claim. If the grievance was about discrimination and your employer failed to investigate it, this could itself amount to further discrimination or victimisation.
Equally, if you fail to follow the grievance procedure yourself, a tribunal could reduce your compensation by up to 25%. The Code works both ways.
Frequently Asked Questions
What is a grievance at work?
A grievance is a formal complaint you raise with your employer about a problem at work. It could be about treatment by a manager or colleague, changes to your conditions, bullying, discrimination, or any other employment-related concern. Your employer must have a procedure for handling grievances.
How long does an employer have to respond to a grievance UK?
There is no single statutory deadline, but ACAS guidance says your employer should hold a grievance meeting within 5 working days of receiving your complaint. Significant delays without explanation may amount to a breach of the ACAS Code and could increase any tribunal award by up to 25%.
Can I raise a grievance against a colleague?
Yes. The process is the same as any other grievance. Put it in writing to the person specified in your employer's procedure. Your employer has a duty to investigate, keep the process confidential where possible, and protect you from retaliation.
Do I have to raise a grievance before going to tribunal?
You are not legally required to, but if you don't, a tribunal may reduce your compensation by up to 25% under the ACAS Code. Raising a grievance first also gives your employer a chance to resolve the issue, which strengthens your position if they fail to do so.
Can I be sacked for raising a grievance?
Dismissing you for raising a genuine grievance could amount to unfair dismissal. If the grievance relates to a protected characteristic (such as sex, race, or disability), dismissal or other detriment could amount to victimisation under the Equality Act 2010, which has no minimum service requirement.
What if my employer retaliates after I raise a grievance?
Retaliation for raising a complaint about discrimination is unlawful victimisation under the Equality Act 2010. For non-discrimination grievances, being treated unfairly after raising a legitimate complaint could contribute to a constructive dismissal claim or strengthen an unfair dismissal claim.
Can I raise a grievance while on sick leave?
Yes. There is no requirement to be physically at work to submit a grievance. You can submit it in writing by email or letter. Your employer should still follow the full process. If you cannot attend a meeting due to ill health, they should offer reasonable alternatives.
Should I get legal advice before raising a grievance?
For simpler issues, you may not need legal advice. For serious matters like discrimination, bullying, or situations where you may be considering resignation, early legal advice can help ensure your grievance is framed effectively and your legal position is protected.
Sources
- "Formal grievance procedure: step by step", ACAS — https://www.acas.org.uk/grievance-procedure-step-by-step
- ACAS Code of Practice on Disciplinary and Grievance Procedures — https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures
- "Raise a grievance at work", Gov.uk — https://www.gov.uk/raise-grievance-at-work
- "Dealing with grievances at work", Citizens Advice — https://www.citizensadvice.org.uk/work/grievance-meetings/dealing-with-grievances-at-work/
- Equality Act 2010, s.27 (victimisation) — https://www.legislation.gov.uk/ukpga/2010/15/section/27