How to Raise a Grievance at Work: A Practical Guide
How to Raise a Grievance at Work: A Practical Guide
Last updated: December 2025 Applies to: England, Wales and Scotland. Not tailored to Northern Ireland.
Important: This guide provides information about UK employment law. It is not legal advice. Every situation is different. If your grievance involves potential legal claims or you're considering tribunal proceedings, speak to a solicitor before submitting anything.
Quick Summary
A grievance is a formal complaint to your employer about something at work — unfair treatment, bullying, a contract dispute, or anything else affecting you. Raising one properly creates a paper trail, gives your employer the chance to fix things, and protects your position if matters escalate.
Most employers must follow the ACAS Code of Practice on grievances. If they don't (or you don't), tribunal compensation can be adjusted by up to 25%.
What you write in your grievance can be used as evidence if your case goes to tribunal. Be accurate, specific, and considered in how you frame your complaint.
What Is a Grievance?
Strip away the jargon: a grievance is a formal way of saying "I have a problem at work and I want you to deal with it."
The difference between a grievance and a casual complaint is documentation. When you raise a formal grievance, your employer must investigate it, meet with you, and give you a written outcome. It goes on record.
This matters because:
- It forces your employer to take the issue seriously
- It creates evidence if you later need to go to tribunal
- It shows you tried to resolve things internally
- It triggers ACAS Code protections (the 25% adjustment)
When Should You Raise a Grievance?
A grievance is appropriate for most workplace problems affecting you personally.
Treatment Issues
- Bullying or harassment from colleagues or managers
- Discrimination based on a protected characteristic (age, sex, race, disability, religion, sexual orientation, pregnancy, gender reassignment, marriage/civil partnership)
- Being treated unfairly compared to colleagues
- Being excluded, undermined, or humiliated
Contract and Pay Issues
- Not being paid correctly or on time
- Unauthorised deductions from wages
- Employer not honouring contractual benefits
- Changes to your role, hours, or location without agreement
Process Concerns
- Unfair disciplinary action against you
- Being overlooked for promotion without good reason
- Disputes about holiday entitlement
- Problems with flexible working requests
Safety, Wellbeing, and Adjustments
- Health and safety concerns not being addressed
- Excessive workload affecting your health
- Employer failing to make reasonable adjustments for a disability or health condition
Reasonable adjustments note: If you have a disability or long-term health condition, your employer has a legal duty under the Equality Act 2010 to make reasonable adjustments. If they're refusing or haven't properly considered your requests, this can form the basis of a grievance — and potentially a discrimination claim.
When a Grievance Probably Isn't Right
- You're unhappy with a business decision that doesn't affect you personally
- You disagree with company policy in general
- You're the subject of a disciplinary process (respond to that process instead)
Should You Try Informal Resolution First?
Usually, yes.
The ACAS Code recommends attempting informal resolution before going formal:
- Talk directly to the person whose behaviour is the problem
- Raise the issue with your line manager
- Ask HR for an informal chat
Why bother? Formal grievances can damage working relationships. If there's a chance of fixing things with a conversation, that's often better for everyone.
When to skip the informal stage:
- The problem is too serious (sexual harassment, fraud, serious safety issues)
- You've already tried informal approaches
- The person you'd normally raise it with is the problem
- You're worried about retaliation
- You need a formal record for legal reasons
Your Grievance May Be Used at Tribunal
If your workplace issue eventually leads to a tribunal claim, your grievance letter becomes evidence. The tribunal will read it. Your employer's lawyers will scrutinise it.
Be accurate: Don't exaggerate or speculate. Overstating your case and being disproved damages your credibility across the board.
Be specific: "On 15 October, James shouted at me in front of the team and called my work 'pathetic'" is stronger than "I feel bullied."
Be comprehensive but strategic: Include key issues, but understand that what you write becomes fixed. Adding things later can look like an afterthought.
Avoid emotional language: "I felt humiliated" is fine. "My manager is a vindictive bully" is less helpful — even if it feels true.
Don't make allegations you can't evidence: Accusations you can't back up weaken your overall case.
If you think tribunal is likely, get legal advice before submitting your grievance.
The Formal Grievance Process
The ACAS Code of Practice sets out how employers should handle grievances.
Typical Stages
- You submit a written grievance — to your line manager, HR, or whoever your policy directs
- Your employer acknowledges it — ideally within a few days
- Investigation — they look into the issues you've raised
- Grievance meeting — you discuss your complaint in person
- Written decision — they tell you the outcome and next steps
- Appeal — if you're unhappy with the decision, you can challenge it
Your Right to Be Accompanied
At the grievance meeting, you can bring a trade union representative or work colleague. They can confer with you and address the meeting, but can't answer questions on your behalf.
How Long Should It Take?
The ACAS Code says grievances should be dealt with "without unreasonable delay" but doesn't specify timeframes. A straightforward grievance might be resolved in a couple of weeks. Complex cases take longer. If it's dragging on without explanation, chase it up in writing.
Critical Warning: Your Tribunal Deadline Doesn't Pause
This catches people out constantly.
If you're considering a tribunal claim, you must start ACAS early conciliation within 3 months minus one day of the act you're complaining about.
Your employer ignoring your grievance does not extend this deadline.
It doesn't matter if:
- They haven't acknowledged your grievance
- The investigation is ongoing
- They haven't held a meeting
- You're waiting for an appeal outcome
The clock keeps ticking. Many potential claims are lost because people wait for the grievance process to finish, only to find they've run out of time.
What to do: Work out your deadline early. If the grievance process is dragging and you're approaching 3 months, contact ACAS to start early conciliation — you can continue the grievance in parallel.
From October 2026: The Employment Rights Act 2025 extends tribunal time limits to 6 months. This is now law but hasn't come into force yet. Until October 2026, work to the current 3-month deadline.
What If Your Employer Ignores Your Grievance?
Some employers don't follow proper procedures. They might:
- Not acknowledge your grievance
- Take months to investigate
- Skip the meeting
- Give no written outcome
- Refuse to allow an appeal
If this happens:
1. Chase it up in writing — Create a paper trail showing you've tried to engage.
2. Escalate internally — If your line manager is ignoring you, go to their manager or HR directly.
3. Contact ACAS — They can provide advice and may help facilitate resolution.
4. Consider your legal position — An employer's failure to address a grievance can itself breach the implied term of trust and confidence. In serious cases, this might support a constructive dismissal claim — but get legal advice before resigning.
5. Factor it into any tribunal claim — The employer's failure to follow the ACAS Code can result in your compensation being increased by up to 25%.
Their failure to respond doesn't give you more time to bring a claim. Protect your deadline.
Grievances and Constructive Dismissal
If you're thinking of resigning because of your employer's behaviour, you should usually raise a grievance first.
Why?
- Shows the tribunal you tried to resolve things internally
- Gives your employer a chance to fix the problem (strengthening your case if they don't)
- Creates documentary evidence
- Protects you from the argument that you resigned too hastily
There are exceptions. If raising a grievance would be pointless — you're being bullied by the MD and there's no one above them — you might be justified in resigning immediately. But this is risky. Get legal advice.
For more on this, see our guide: Constructive Dismissal: When You Can Treat Yourself as Dismissed.
Employment Rights Act 2025: What's Changing
The Employment Rights Act 2025 received Royal Assent on 18 December 2025 — the biggest overhaul of UK employment law in a generation. Changes affecting grievances and tribunal claims will be phased in over 2026 and 2027.
| Change | Date | Relevance to Grievances |
|---|---|---|
| Tribunal time limits extended to 6 months | October 2026 | More time to bring a claim if grievance isn't resolved |
| Sexual harassment duty strengthened | October 2026 | Employers must take "all reasonable steps" to prevent harassment |
| Third-party harassment liability | October 2026 | Employers liable for harassment by customers/clients |
| Qualifying period reduced to 6 months | 1 January 2027 | If dismissed for raising a grievance, easier to claim unfair dismissal |
Until these changes take effect, current rules apply. Don't assume new rights until confirmed as in force.
For latest updates:
Frequently Asked Questions
How long does my employer have to respond to a grievance?
The ACAS Code doesn't specify exact timeframes — employers should deal with grievances "without unreasonable delay." A simple pay dispute might be resolved in two weeks. A bullying allegation requiring multiple interviews might take two months. If there's no progress and no explanation, chase it up — and watch your tribunal deadline.
Can I raise a grievance after I've resigned?
You can try, but your employer isn't obliged to hear it. Some will; many won't. If you have serious concerns, raise them while still employed.
Can I be disciplined for raising a grievance?
Raising a genuine grievance shouldn't lead to disciplinary action. If your employer retaliates, that's likely victimisation — unlawful if your grievance related to discrimination, whistleblowing, or other protected matters.
What if my grievance is about my line manager?
Submit it to their manager, or to HR, or whoever your grievance policy directs. You shouldn't have to raise a complaint with the person you're complaining about.
Can I record the grievance meeting?
Covert recording is generally a bad idea — if discovered, it can damage trust and your case. If you want to record, ask permission. Your right to be accompanied means you can bring someone who takes notes.
What's the difference between a grievance and whistleblowing?
A grievance is a complaint about something affecting you personally. Whistleblowing (making a "protected disclosure") is reporting wrongdoing in the public interest — fraud, safety dangers, environmental damage. Whistleblowing has separate legal protections. If your concern might qualify, get specific advice.
Common Mistakes to Avoid
Being too vague: "I feel bullied" is harder to investigate than "On 15 October, James shouted at me in front of the team and called my work 'pathetic'."
Waiting too long: Raise concerns while they're fresh and evidence is available. Remember your tribunal deadline.
Expecting too much: A grievance can lead to action, apologies, policy changes, or mediation. It rarely results in someone being sacked unless misconduct was very serious.
Going in unprepared: Treat the grievance meeting seriously. Know your key points, bring evidence, have a clear idea of what resolution you want.
Not thinking about tribunal: If legal action is a possibility, your grievance isn't just an HR exercise — it's the first chapter of your legal case.
How Yerty Can Help
For guidance on workplace grievances, including how to write a grievance letter, what to expect at the meeting, evidence gathering, and next steps, explore our Grievance Claims package. Learn more about our claims packages — create a free account to get started.
Sources
- "ACAS Code of Practice on Disciplinary and Grievance Procedures", ACAS — www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures
- "Grievance procedure step by step", ACAS — www.acas.org.uk/grievance-procedure-step-by-step
- "Raise a grievance at work", Gov.uk — www.gov.uk/raise-grievance-at-work
- "Employment Rights Act 2025", ACAS — www.acas.org.uk/employment-rights-bill
- Equality Act 2010 — www.legislation.gov.uk/ukpga/2010/15