Should I Take Out a Grievance? A UK Employee's Guide
Wondering whether to raise a formal grievance at work? This guide explains when a grievance makes sense, how it affects your tribunal options and constructive dismissal claims, and the risks to weigh up before you raise one.
Last updated: July 2026. This guide provides general information, not legal advice.
Should I take out a grievance?
A grievance is a formal complaint about something that has happened at work — unfair treatment, bullying, harassment, discrimination, changes to your terms, or a breach of your rights. Deciding whether to raise one is an important judgment call. This guide explains when it makes sense, the risks, and how it fits with your wider options.
A grievance creates a formal record of your complaint and gives your employer a fair chance to put things right. It is also a step most employees are expected to take before escalating to a tribunal.
When to raise a grievance
Consider a formal grievance when:
- Informal attempts to resolve the issue have failed
- The matter is serious — bullying, harassment, discrimination, or victimisation
- Your employer has breached your contract or denied a statutory right
- You need a formal record to support a future tribunal claim
- You may need to resign and claim constructive dismissal (raising first is expected)
The ACAS Code encourages resolving issues informally first wherever possible. A quiet conversation or word with your manager may resolve many issues without escalation.
How a grievance affects your options
Strengthens a tribunal claim
Following the grievance process shows you acted reasonably. Unreasonably failing to do so can reduce tribunal compensation by up to 25% under the ACAS Code.
Important for constructive dismissal
If you are thinking of resigning over your employer\'s conduct, raising a grievance first is usually expected. Resigning without giving the employer a chance to act can weaken your claim.
Does not stop the tribunal clock
Raising a grievance does not pause the 3-month tribunal deadline. Only ACAS early conciliation does. Do not rely on the grievance process to buy time.
Risks and things to weigh up
Raising a grievance is a significant step. Consider:
- Whether informal resolution has been genuinely attempted
- Whether you have enough evidence and detail to support the complaint
- The potential impact on your working relationships in the short term
- Whether you are protected — you should not be penalised for raising a genuine grievance
- Whether you might resign and need the grievance as part of a constructive dismissal claim
- Getting advice from ACAS, Citizens Advice or a solicitor before you raise it
Tip: EmploymentCase can help you draft a grievance letter and log supporting evidence so your complaint is clear, factual and well-supported.