What is a grievance at work?

A grievance is a formal complaint you raise with your employer about a problem at work. This could be about your pay, working conditions, bullying, harassment, discrimination, unfair treatment, health and safety concerns, or any other workplace issue. Raising a grievance triggers a formal process under the ACAS Code of Practice, which your employer is legally expected to follow. It's different from an informal chat — a grievance creates a written record and requires a formal response.

How do I raise a grievance at work?

Write a formal grievance letter to your employer (usually your line manager, or HR if the complaint is about your manager). The letter should set out the nature of your complaint, relevant dates and incidents, any witnesses, how it has affected you, and what outcome you're seeking. Your employer must then invite you to a grievance meeting, usually within 5 working days. You have the right to be accompanied by a trade union representative or work colleague at this meeting.

Can I be sacked for raising a grievance?

No — dismissing you because you raised a grievance would likely be automatically unfair dismissal, especially if the grievance relates to a statutory right (e.g. discrimination, whistleblowing, health and safety). Even if the grievance is about other matters, dismissing you for raising it would be very difficult for an employer to justify as fair. If you're dismissed or treated badly after raising a grievance, you may have grounds for an employment tribunal claim.

What happens if my grievance is not upheld?

If your employer doesn't uphold your grievance, you have the right to appeal. Your appeal should be heard by a more senior manager who wasn't involved in the original decision, if possible. If the appeal is also unsuccessful, your options include: contacting ACAS for early conciliation, making a claim to an employment tribunal (if the grievance involves a legal right), or seeking legal advice. The grievance outcome and your employer's handling of it can be relevant evidence in any tribunal claim.

Grievance Procedure Guide UK — How to Raise a Formal Complaint at Work | PocketWise

If you have a problem at work that can’t be resolved informally, raising a formal grievance is your right. Here’s how the process works.

What Is a Grievance?

Element	Detail
Definition	A formal complaint to your employer about a workplace issue
Legal basis	ACAS Code of Practice on Disciplinary and Grievance Procedures
Who can raise one	Any employee or worker
Format	Written — letter or email to your employer
Right to be accompanied	Yes — by a trade union rep or work colleague at the meeting

Common Reasons for Grievances

Category	Examples
Pay and benefits	Incorrect pay, denied bonus, unfair pay compared to colleagues
Terms and conditions	Unreasonable changes to hours, duties, or working location
Bullying and harassment	Persistent intimidation, offensive behaviour, verbal abuse
Discrimination	Unfair treatment because of age, sex, race, disability, religion, sexual orientation, pregnancy, or other protected characteristics
Health and safety	Unsafe working conditions, employer ignoring safety concerns
Unfair treatment	Favouritism, inconsistent application of policies, victimisation
Workload	Excessive or unreasonable workload causing stress or health issues
Management behaviour	Micromanagement, unfair criticism, undermining

The Grievance Procedure — Step by Step

Step	What happens	Timeframe
1. Try to resolve informally	Speak to your manager or HR about the problem	Before raising a formal grievance
2. Submit a written grievance	Write a letter/email setting out your complaint	When informal steps haven’t worked
3. Employer acknowledges	Written acknowledgement of your grievance	Usually within 2–5 working days
4. Grievance meeting	Formal meeting to discuss your complaint	Usually within 5 working days of your letter
5. Investigation (if needed)	Employer investigates — interviews witnesses, reviews evidence	Can take 1–4 weeks
6. Outcome	Employer writes to you with their decision	Usually within 5–10 working days of the meeting/investigation
7. Appeal (if not upheld)	You can appeal in writing	Usually within 5 working days of the outcome
8. Appeal meeting	Heard by a more senior manager	Usually within 5–10 working days
9. Final outcome	Written decision on your appeal — this is usually final	Within 5–10 working days

How to Write a Grievance Letter

Section	What to include
Your details	Name, job title, department, employee number
Date	Date of the letter
Addressed to	Your line manager (or HR if the complaint is about your manager)
Subject line	“Formal Grievance”
The complaint	Clear description of the issue — what happened, when, where
Specific incidents	Dates, times, what was said/done, who was present
Impact on you	How it has affected your work, health, or wellbeing
Previous attempts to resolve	Any informal steps you’ve already taken
What you want	The outcome you’re seeking (e.g. apology, policy change, mediation)
Supporting evidence	Reference any documents, emails, or witnesses

Tips for Your Letter

Do	Don’t
Be factual and specific	Don’t be vague or emotional
Include dates and details	Don’t exaggerate or make claims you can’t support
Focus on the issue, not the person	Don’t use aggressive language
State what outcome you want	Don’t make threats
Keep a copy of everything	Don’t share your grievance publicly (e.g. social media)

Your Rights During the Process

Right	Detail
To be accompanied	By a trade union rep or work colleague at any grievance meeting
To paid time off	For grievance meetings during working hours
To a fair hearing	Your employer must investigate properly and consider your complaint
To an appeal	If you’re not satisfied with the outcome
Not to be victimised	Your employer cannot punish you for raising a grievance
Reasonable timeframes	Your employer should deal with the grievance without unreasonable delay
Confidentiality	Your grievance should be treated confidentially as far as possible

Right to Be Accompanied

Feature	Detail
Who can accompany you	Trade union representative or work colleague
NOT allowed	Solicitors, family members, or friends (unless your employer agrees)
What they can do	Confer with you, sum up your case, respond on your behalf — but cannot answer questions on your behalf
Postponement	If your chosen companion isn’t available, you can postpone the meeting by up to 5 working days

If Your Grievance Isn’t Upheld

Option	Detail
Appeal	Submit a written appeal within the timeframe stated (usually 5 working days)
ACAS early conciliation	Free service to try to resolve the dispute before tribunal — mandatory first step
Employment tribunal	If the grievance involves a legal right (discrimination, whistleblowing, breach of contract)
Mediation	Your employer may offer workplace mediation — a neutral third party helps you reach agreement
Resign and claim constructive dismissal	Only as a last resort — if your employer’s handling was so poor it breached your contract

Grievance vs Other Processes

Process	When to use
Grievance	You have a complaint about how you’re being treated
Whistleblowing	You’re reporting wrongdoing in the public interest (criminal activity, health and safety danger, etc.)
Disciplinary	Your employer has a concern about your conduct or performance (employer initiates, not you)
Harassment complaint	Can be raised as a grievance — but also consider reporting to HR under the anti-harassment policy

Common Mistakes

Mistake	Why it matters
Not raising it formally (hoping it goes away)	Informal complaints have no legal weight if things escalate
Waiting too long	Tribunal claims have strict time limits (usually 3 months minus 1 day)
Not keeping records	Your word against theirs without evidence
Resigning before raising a grievance	Weakens any constructive dismissal claim
Raising it verbally only	Always put it in writing for a formal record
Not seeking advice early	ACAS, unions, and solicitors can help shape your grievance properly

Where to Get Help

Organisation	What they offer
ACAS	Free advice on grievance procedures — 0300 123 1100
Citizens Advice	Free employment advice
Trade union	Representation and support throughout the process
Employment solicitor	Legal advice (many offer free initial consultations)
Equality Advisory Support Service	For discrimination-related grievances — 0808 800 0082