Not every problem at work can be solved with a quiet word. Unfair treatment, bullying, unpaid wages, discrimination or being ignored by a manager can leave you wondering what to do next. In the UK, the formal route is a grievance.
Many employees hesitate because they fear it will damage their job. This guide explains what a grievance is, how to raise one properly, what rights you have, and what to do if your employer does not take it seriously.
What Is a Grievance at Work?
A grievance is a formal complaint an employee raises with their employer about something at work. Common examples include:
- bullying or harassment
- discrimination
- unfair treatment or favouritism
- unpaid wages, holiday pay or sick pay
- changes to your contract or hours without agreement
- health and safety concerns
- a poor working relationship with a manager or colleague
If your problem is minor, an informal conversation with your manager may be enough. If it is serious or has not been resolved, a formal grievance gives you a clear paper trail.
Step 1: Check Your Employer’s Grievance Policy
Look in your contract, staff handbook or intranet. It should explain who to contact, how to submit a grievance and the timescales. Employers must follow the Acas Code of Practice on disciplinary and grievance procedures, and their own policy should reflect it.
Step 2: Try to Resolve It Informally (If Appropriate)
For some issues, a calm conversation with your manager or HR can solve things quickly. Make a note of the date and what was said. If the issue involves serious harassment, discrimination or your manager is the problem, it is usually reasonable to go straight to a formal grievance.
Step 3: Put Your Grievance in Writing
A clear written grievance is the foundation of everything that follows. Your letter or email should include:
- What happened: facts, dates, times and places
- Who was involved and who witnessed it
- How it affected you
- What you want: an apology, a change in behaviour, an investigation, a transfer or correct pay
- Any evidence: emails, messages, payslips, notes
Stick to the facts and keep the tone professional. Keep a copy and note the date you sent it.
Step 4: Attend the Grievance Meeting
Your employer should invite you to a meeting without unreasonable delay. At the meeting:
- You have a statutory right to be accompanied by a trade union representative or a work colleague.
- Explain your complaint calmly and refer to your evidence.
- Take notes, or ask your companion to.
- Ask what the next steps and timescales will be.
Step 5: Wait for the Outcome
After investigating, your employer should give you a written outcome. It should say whether your grievance has been upheld, partly upheld or not upheld, and explain why. It should also tell you how to appeal.
Step 6: Appeal If You Disagree
If you are unhappy with the outcome or the way it was handled, you can appeal, usually within a short deadline stated in the letter. Ideally the appeal should be heard by someone more senior who was not involved in the original decision.
What If Your Employer Ignores or Mishandles Your Grievance?
If your employer fails to respond, delays unreasonably, or conducts a one-sided process:
- Chase in writing and keep copies.
- Appeal if there has been an outcome.
- Contact Acas for free guidance and early conciliation.
- Take legal advice about your options, especially if the issue involves discrimination, unpaid wages or serious mistreatment.
A failure to follow the Acas Code can matter if a claim reaches an employment tribunal, because a tribunal can increase compensation by up to 25% where an employer has unreasonably failed to follow it.
Will Raising a Grievance Put Your Job at Risk?
Raising a grievance in good faith should not lead to you being punished. If you are dismissed, disciplined or treated worse because you complained, this may amount to unfair dismissal, victimisation or detriment, depending on the facts. Keep a record of anything that changes after you raise your complaint.
Can a Grievance Lead to a Tribunal Claim?
A grievance does not automatically stop the clock on tribunal deadlines. If you may want to bring a claim, check the time limits straight away. Since 1 October 2026, many claims benefit from a longer six-month window, but you should still act early. See our guide on employment tribunal time limits.
If your employer’s behaviour has made your job impossible, you may also want to read about constructive dismissal. If you are offered an exit deal after raising a complaint, read our guide on settlement agreements before signing anything. If your complaint is about unpaid pay, see our guide on illegal deduction of wages.
A Note for Employers
A grievance handled well can resolve problems early and protect your business. Acknowledge complaints promptly, appoint an impartial investigator, hold a fair meeting, give a reasoned written outcome and offer an appeal. Poor handling often turns a manageable complaint into a costly claim.
Frequently Asked Questions
Can I raise a grievance verbally?
You can, but a written grievance is far safer because it creates a clear record.
How long does a grievance take?
There is no fixed legal timescale, but it should be dealt with without unreasonable delay. Your employer’s policy may set targets.
Can I bring someone with me to a grievance meeting?
Yes. You have a right to be accompanied by a colleague or trade union representative.
What if my grievance is about my manager?
Check the policy for an alternative contact, such as a senior manager or HR. Your employer should not allow the person you are complaining about to decide the outcome.
Can I still raise a grievance after I resign?
Often yes, and some employers will still investigate. Get advice early, as your options and deadlines may be affected.
Need Help With a Grievance? Speak to Maison Lex
Raising a grievance can feel daunting, and the way you word it can make a real difference. Our employment solicitors in Coventry help employees across the UK prepare grievances, handle meetings and protect their position.
Contact us today for clear, practical advice before you act.
📞 +44 7500 980526 | ✉️ info@maisonlex.co.uk
This article is for general information only and is not legal advice. Your situation depends on its own facts.
