How to raise a grievance 

A grievance can be raised to initiate an employer’s formal process in relation to a problem or complaint that an employee is having. In lots of ways they are the opposite of a disciplinary process which is when an employer expresses a problem with an employee. 

Step 1: address issues with your employer 

If you have a concern or problem at work it is best to first address this with your employer informally. If the matter cannot be resolved informally you may then look to raise a grievance. 

Step 2: consult the employer’s grievance procedure 

Should a matter not be able to be resolved informally, your next step should be to consult with your employers grievance procedure. This can usually be found in a staff handbook or by asking HR. 

If your company does not have a grievance procedure, then you should review the procedure set out by ACAS. ACAS provides employment guides and policies which are the minimum standard expected of employers. 

Step 3: write out your complaint in full 

Your grievance will usually be required to be in writing. It is good practice to set out the full background to your complaint, even if you have discussed this with your employer previously. The aim of raising a grievance should be to resolve the problem. However, if that is not possible and you end up bringing a claim in the Tribunal, a grievance will likely be used as evidence. and A tribunal would likely review to see if you have followed the procedures such as this, prior to claiming against your employer. 

You should also set out what the problem is, what impact the problem has had on you and how you consider your employer is able to resolve the problems. Examples of resolutions could be that your employer apologises or that additional training is provided to certain staff members. 

Step 4: meet with your employer 

Once your grievance has been received your employer should arrange a meeting with you to discuss your grievance. You are usually able to be accompanied to such meetings by either a colleague or a trade union representative. You can request that your employer allows someone other than a colleague or a trade union representative to accompany you to such a meeting, however, your employer is not obliged to agree. 

Step 5: further investigations or results 

Your employer may need to go away and investigate some elements of your grievance. If they do not, they should issue you with the results of your grievance in writing. Your employer can either uphold your grievance or they can reject certain elements. 

Step 6: appeal the decision 

You should then be given the opportunity to appeal the decision that your employer has made if you consider that the decision or the outcome is wrong. Again, this should be in the form of a letter clearly setting out why you consider the decision was incorrect and how you consider the issue can be rectified. 

Your appeal should be heard by someone independent from your original grievance where possible. Sometimes, particularly with smaller employers, it is not possible for a person completely removed from a grievance to hear the appeal. 

Step 7: discuss appeal or take further action  

You should be called to a further meeting to discuss your appeal and a decision should be provided to you afterwards in writing. If you are not happy with this decision, then in some cases you will be able to take the matter to a tribunal and you may wish to seek further advice.