Grievance Procedure at Work: A Complete UK Guide
If something has gone wrong at work — unfair treatment, bullying, harassment, or a dispute with your employer — raising a formal grievance is often the first step towards resolving it. This guide explains how the grievance process works, what to include in your grievance letter, and your rights under the ACAS Code of Practice.
Last updated: July 2026. This guide provides general information, not legal advice.
What is a workplace grievance?
A grievance is a formal complaint by an employee about something that has happened at work. Common reasons for raising a grievance include:
A grievance is distinct from a disciplinary — a disciplinary is initiated by the employer against the employee, while a grievance is initiated by the employee against the employer, a colleague, or a situation.
The ACAS Code and grievances
The ACAS Code of Practice on Disciplinary and Grievance Procedures applies to grievances just as it does to disciplinary matters. The Code requires employers to:
- ✓Handle grievances fairly, consistently, and without unreasonable delay
- ✓Allow employees to raise grievances informally first, where appropriate
- ✓Conduct any necessary investigation to establish the facts
- ✓Invite the employee to a grievance meeting and give reasonable notice
- ✓Allow the employee to be accompanied at the meeting
- ✓Give the employee a written decision following the meeting
- ✓Provide a right of appeal against the decision
Compensation adjustments
If you unreasonably fail to follow the ACAS Code (e.g. don\'t raise a grievance before going to tribunal), your compensation can be reduced by up to 25%. If the employer fails to follow it, compensation can be increased by up to 25%.
How to raise a grievance
Try to resolve it informally first
The ACAS Code encourages informal resolution. Speak to your manager or HR about the issue. Many problems can be resolved at this stage without formal proceedings.
Submit a formal grievance letter
If the informal route fails (or is not appropriate), write a formal grievance letter to your employer, following their grievance procedure. State clearly that it is a formal grievance.
Attend the grievance meeting
Your employer should arrange a meeting to discuss your grievance. You have the right to be accompanied by a work colleague or trade union representative. Present your case and any evidence.
Receive the decision
The employer should give you a written decision, with reasons, following the meeting. This should be done without unreasonable delay.
Appeal if necessary
If you disagree with the decision, submit a written appeal. The appeal should be heard by a more senior manager who was not involved in the original decision.
What to include in your grievance letter
A well-structured grievance letter helps your employer understand the issue and take it seriously. Include the following:
- Clear heading: State that this is a formal grievance under the company grievance procedure.
- The issue(s): Describe what has happened — be specific and factual. Avoid emotional language.
- Dates and details: Include dates, times, locations, and what was said or done for each incident.
- Names of those involved: Identify the person(s) whose behaviour you are complaining about and any witnesses.
- Impact on you: Explain how the issue has affected you — work performance, health, wellbeing.
- Previous steps taken: Mention any informal attempts to resolve the issue and what happened.
- Relevant policies: Reference any employer policies or laws that are relevant (e.g. anti-bullying policy, Equality Act).
- Outcome sought: State what you would like to happen — an apology, a change in working arrangements, an investigation, etc.
Tip: EmploymentCase can help you draft a grievance letter using AI, based on the issues and evidence you log in the system. You can also track all communications and keep a complete record of the grievance process.
The grievance meeting
Right to be accompanied
You can bring a work colleague or trade union representative. They can confer with you and put your case, but cannot answer questions on your behalf.
Reasonable notice
Your employer must give you reasonable notice of the meeting date and time so you can prepare and arrange for your companion to attend.
Present your case
Bring any evidence, documents, or witness statements. Walk through each point in your grievance letter and explain the impact on you.
Take notes
Ask your companion to take detailed notes during the meeting. These can be valuable evidence if the matter escalates to a tribunal.
Appealing a grievance decision
If your grievance is upheld in part, rejected entirely, or the outcome is not what you hoped, you have the right to appeal. Submit your appeal in writing, stating the grounds for your appeal, such as:
- The investigation was incomplete or one-sided
- The decision did not adequately address all the points in your grievance
- New evidence has come to light since the meeting
- The outcome or remedy is inadequate
- The process was procedurally unfair
The appeal should be heard by a more senior manager who was not involved in the original decision. After the appeal, you will receive a final written decision. If you remain dissatisfied, you may consider ACAS early conciliation and, if necessary, an employment tribunal claim.
Grievances during a disciplinary process
You can raise a grievance at any time, including during a disciplinary process. Common scenarios include:
- You feel the disciplinary investigator is biased or treating you unfairly
- You believe the disciplinary is motivated by discrimination (e.g. race, disability, age)
- The person conducting the disciplinary has previously bullied or harassed you
- You are being singled out while others who did the same thing are not being disciplined
The employer should consider whether to pause the disciplinary process while the grievance is investigated, particularly if the grievance relates to the fairness of the disciplinary itself. Failing to do so may be a breach of the ACAS Code.
Grievances and constructive dismissal
Important: If you are considering resigning in response to your employer's conduct, raising a grievance first is usually expected. Resigning without first giving the employer a chance to address the issue through the grievance process can significantly weaken a constructive dismissal claim.
Constructive dismissal occurs when an employer commits a fundamental breach of the employment contract (a breach of trust and confidence) and the employee resigns in response to that breach. A failure to properly investigate or respond to a grievance can itself be a fundamental breach.
Key points to remember:
- Raise a grievance before resigning, unless it would be futile (e.g. the employer has already made clear they won't address it)
- Do not delay too long after the breach before resigning — affirming the contract (e.g. continuing to work for months) can waive the breach
- Resign clearly stating that you are doing so in response to the employer's conduct
- You need 2 years' service for constructive dismissal (ordinary unfair dismissal), unless discrimination or whistleblowing is involved
Time limits
If you plan to take a grievance-related matter to an employment tribunal, the standard time limit is 3 months less 1 day from the date of the act you are complaining about (or the date of the last in a series of acts). ACAS early conciliation pauses this clock temporarily.
Raising a grievance does not automatically extend the tribunal time limit. The ACAS early conciliation process does. Do not assume the clock stops while the grievance is processed — seek advice early.
Related guide
If your employer has initiated a disciplinary process against you, read our companion guide:
Disciplinary Procedure Guide