Great Britain • England, Wales & Scotland • Northern Ireland has separate law
This is general legal information, not legal advice.

Raising a Grievance at Work — Steps + Letter (UK)

The four steps • what the letter must say • who to send it to • right to be accompanied • the appeal • the deadline trap
Quick summary: a formal grievance is a written complaint to your employer. The statutory ACAS Code sets four steps — put it in writing, meet, get a written decision, appeal in writing.
There is no official grievance form and no statutory wording. What the Code requires is that the grievance is in writing, sets out the nature of the grievance, is raised without unreasonable delay, and goes to a manager who is not the subject of it.
Specialty: Great Britain workplace grievances — getting the letter right first time, keeping the process on the statutory rails, and not letting an internal process run down a tribunal clock that never stops for it.
If you are being bullied, underpaid, passed over, refused adjustments, or told to keep it “informal” for the fourth time, this page shows you the actual procedure and what your letter has to contain.
What Dogetlawyer can do here (fastest path)
  • Draft the grievance letter — in the shape the statutory Code expects.
  • Check who it should go to — and what your contract should already tell you.
  • Plan the meeting and the appeal — including the right to be accompanied.
This is general legal information, not legal advice.
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Best for people saying:
  • “I need to put a formal complaint in writing.”
  • “My manager is the problem — who do I send it to?”
  • “They keep saying let’s keep it informal.”
  • “Can I bring my union rep to the meeting?”
  • “My grievance was rejected — how do I appeal?”
  • “They’ve offered me money to drop it.”
You can start with one paragraph. We’ll ask only what’s needed.

How this guide helps

Three steps — clear, practical, procedure-aware.
1) Work out what you are complaining about
Pay, bullying, workload, adjustments, a manager’s conduct, a breach of contract — the label changes what evidence matters.
Example: “My shift pattern changed with no notice and my pay dropped.”
2) Put it in writing, to the right person
Set out the nature of the grievance, without unreasonable delay, to a manager who is not the subject of it.
Dated, specific, and asking for a named outcome.
3) Protect the timeline
An internal grievance does not stop or extend a tribunal time limit. Know your deadline before you start.
So a long internal process does not quietly cost you a claim.

The four steps in the statutory ACAS Code

The ACAS Code of Practice on disciplinary and grievance procedures is issued under section 199 of the Trade Union and Labour Relations (Consolidation) Act 1992. The current Code was laid before both Houses on 16 January 2015 and came into effect on 11 March 2015.
1) Put it in writing
If it cannot be resolved informally, raise it formally and without unreasonable delay, in writing, setting out the nature of the grievance — with a manager who is not the subject of it.
2) The meeting
Arranged without unreasonable delay. You should be allowed to explain the grievance and how you think it should be resolved. It can be adjourned for investigation.
3) The decision, in writing
Given in writing without unreasonable delay, saying where appropriate what action the employer intends to take — and you must be told you can appeal.
4) The appeal
Set out your grounds of appeal in writing, without unreasonable delay. It should be handled impartially and, wherever possible, by a manager not previously involved.
The Code sets no number of days for any of this — only “without unreasonable delay” — and tribunals take the employer’s size and resources into account. It also does not apply to redundancy dismissals, to the non-renewal of a fixed-term contract on expiry, or to collective grievances raised for two or more employees by a recognised union or other appropriate workplace representative.

What your grievance letter has to contain — and who gets it

No statutory form, no prescribed wording, no signature, witness or notary. The formalities are short, but real.
  • A date, and the words “formal grievance” so nobody can later call it a chat.
  • The nature of the grievance — that is the Code’s own phrase. Facts and dates in order, not adjectives.
  • What was said or done, by whom, and when. Quote words where you can; say who else was there.
  • What you already tried informally, and what happened.
  • How you think it should be resolved. The Code gives you the right to explain this at the meeting; putting it in the letter first makes the meeting productive.
  • A request for a meeting, a note that you intend to be accompanied, and a list of what you have attached.
Who to send it to. Under the Employment Rights Act 1996 your written statement of employment particulars must include a note specifying a person you can apply to for redress of any grievance and the manner in which the application should be made — so look at your contract or handbook first, not a web search. That requirement does not apply to grievances relating to health or safety at work, which usually go through a separate route. If the named person is the manager your grievance is about, send it above them or to HR and say why.

Your right to be accompanied at the meeting

A statutory right under section 10 of the Employment Relations Act 1999 — and it belongs to workers, a wider group than employees.
  • When it applies: where you are required or invited to attend a disciplinary or grievance hearing and you reasonably request to be accompanied. The Code adds that the statutory right bites where the meeting deals with a complaint about a duty owed by the employer to you.
  • Who you can bring: one companion of your choosing — a trade union official employed by the union, a union official certified in writing by the union as trained or experienced as a companion, or another of your employer’s workers.
  • What they may do: address the hearing to put your case, sum it up, respond on your behalf to any view expressed, and confer with you during it. They may not answer questions for you, address the hearing if you say there that you do not want it, or use those powers to stop the employer explaining its case.
  • If your companion cannot attend: propose an alternative that is reasonable and falls before the end of the period of five working days beginning with the first working day after the day the employer proposed — then the employer must postpone to that time.
  • Time off: where the companion is one of the employer’s workers, the employer must permit them time off during working hours to attend.
  • At the appeal too: the Code confirms the right applies at the appeal hearing as well.
A request does not have to be in writing or made within a set time, but allow enough time and say who the companion is and whether they are a fellow worker or a union official or representative.

The deadline trap — a grievance does not stop the clock

The single most expensive misunderstanding on this page.
Nothing in the Employment Rights Act 1996 pauses or extends a tribunal time limit because you raised a grievance.
For unfair dismissal, a tribunal shall not consider the complaint unless it is presented before the end of the period of three months beginning with the effective date of termination — or within such further period as the tribunal considers reasonable where it is satisfied it was not reasonably practicable to present it in time.
Only two things move that limit: the tribunal’s “not reasonably practicable” discretion, and ACAS early conciliation. Before presenting a claim you must give prescribed information to ACAS and you may not present it without the conciliation certificate; the clock then stops between the day after you contact ACAS and the day you receive that certificate, and if the limit would otherwise expire in the window ending one month after the certificate date, it expires at the end of that window instead. Work out your deadline on day one and contact ACAS in good time rather than waiting for an appeal outcome.

Where a grievance can end up

Resolved, appealed — or something more serious.
Resigning over it. Under the Employment Rights Act 1996 an employee is dismissed where the employee terminates the contract, with or without notice, in circumstances in which they are entitled to terminate it without notice by reason of the employer’s conduct — the statutory basis of a constructive dismissal claim. Take advice before resigning: the right not to be unfairly dismissed generally does not apply unless you have been continuously employed for at least two years ending with the effective date of termination, though there are statutory exceptions to that qualifying period.
Running alongside a disciplinary. If you raise a grievance during a disciplinary process, the disciplinary may be temporarily suspended to deal with it; where the two are related it may be appropriate to deal with both concurrently.
An offer to settle. Any provision purporting to exclude or limit an Employment Rights Act 1996 right, or to stop you bringing tribunal proceedings, is void — unless the agreement is ACAS-conciliated or satisfies all six statutory settlement conditions: in writing; relating to the particular proceedings; you have had advice from a relevant independent adviser on its terms and effect, and in particular its effect on your ability to pursue tribunal rights; that adviser is insured or professionally indemnified when the advice is given; the agreement identifies the adviser; and it states the conditions are satisfied. Anyone employed by or acting for your employer is not a relevant independent adviser.

Five mistakes that cost people the most

Each is a rule people assume, not a rule that exists.
  • “Raising a grievance pauses my tribunal deadline.” It does not.
  • Sending it to the manager it is about. The Code says a manager who is not the subject of it — and the appeal to someone not previously involved.
  • “They broke the ACAS Code, so I have a claim.” Failure to follow the Code does not, in itself, make anyone liable to proceedings. In certain claims listed in Schedule A2 to the 1992 Act it allows a tribunal to increase an award by up to 25% where the employer’s failure was unreasonable — and reduce it by up to 25% where the employee’s was.
  • Signing “full and final settlement” without independent advice. Without ACAS conciliation or all six statutory conditions, the waiver is void — and you may have given up leverage for nothing.
  • Assuming the Code covers everything. It does not apply to redundancy dismissals, non-renewal of a fixed-term contract on expiry, or collective grievances.
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Quick start message for the chat (copy)
“I want to raise a formal grievance. I work in [England / Wales / Scotland]. The issue is [pay / bullying / workload / adjustments / manager conduct]. It started on [date] and the last incident was on [date]. I have already [raised it informally with …].”

Long FAQ (grievances at work — Great Britain)

Tap to expand. Plain English, Great Britain only.
1) What counts as a grievance?
The statutory ACAS Code defines grievances as concerns, problems or complaints that employees raise with their employers. There is no minimum seriousness threshold in the Code.
2) Does it have to be in writing?
For a formal grievance, yes. The Code says that if the matter cannot be resolved informally it should be raised formally and without unreasonable delay, in writing, setting out the nature of the grievance.
3) Is there an official grievance form?
No. No statutory form, no prescribed wording, and no signature, witness, notarisation or registration requirement. Your employer may have a template; using it is fine but changes nothing the Code requires.
4) Who exactly do I send it to?
A manager who is not the subject of the grievance. Your written statement of employment particulars must name a person you can apply to for redress of a grievance and how to apply — check your contract or handbook first.
5) How long does my employer have to deal with it?
The Code sets no number of days — only “without unreasonable delay” — and tribunals take the employer’s size and resources into account. Any fixed number of days quoted to you comes from your employer’s own policy, not from the Code.
6) Can I bring someone to the grievance meeting?
If you are a worker who is required or invited to attend and you reasonably request it, your employer must permit one companion of your choosing from the three statutory categories — a union official employed by the union, a union official certified in writing by the union as trained or experienced as a companion, or another of your employer’s workers.
7) My companion cannot make the date. Can I move the meeting?
Yes, within limits. If you propose an alternative time that is reasonable and falls before the end of the period of five working days beginning with the first working day after the day the employer proposed, the employer must postpone to that time.
8) What if my employer just ignores the Code?
A failure to follow the Code does not, in itself, make anyone liable to proceedings. In certain claims listed in Schedule A2 to the Trade Union and Labour Relations (Consolidation) Act 1992 a tribunal may increase an award by up to 25% for an employer’s unreasonable failure — and reduce it by up to 25% for yours.
9) Does raising a grievance protect my tribunal deadline?
No. For unfair dismissal the limit is three months beginning with the effective date of termination. The only things that move it are ACAS early conciliation and the tribunal’s discretion where it was not reasonably practicable to present the claim in time.
10) How do I appeal a grievance outcome?
Set out your grounds of appeal in writing, without unreasonable delay, addressing the reasoning and not just the result. The appeal should be handled impartially and wherever possible by a manager not previously involved, and you keep the right to be accompanied.
11) I am already facing a disciplinary. Can I still raise a grievance?
Yes. Where a grievance is raised during a disciplinary process, the disciplinary may be temporarily suspended in order to deal with it; where the two are related it may be appropriate to deal with both concurrently.
12) They have offered me money to withdraw it. Should I sign?
Not without independent advice. A term waiving your statutory employment rights is void unless the agreement is ACAS-conciliated or meets all six statutory settlement conditions — including advice from a relevant independent adviser who is named in the agreement and is not employed by or acting for your employer.
13) Does any of this apply in Northern Ireland, Ireland, the US, Australia or Canada?
No. The Employment Rights Act 1996 extends to England, Wales and Scotland but not to Northern Ireland (with a short list of exceptions), and the right to be accompanied and the 25% Code adjustment carry the same England-Wales-Scotland extent. Northern Ireland has its own employment legislation, statutory code and tribunal system, and Ireland, the US, Australia and Canada are separate legal systems. Nothing on this page states the position in any of them.

 

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This is general legal information, not legal advice.