UK Workplace Issue Playbook · 2026
How do I raise a formal grievance at work?
Why this matters
A properly raised grievance protects you legally and changes employer behaviour. Employees who skip the grievance process and go straight to tribunal often have their awards reduced (for failing to follow ACAS) or claims dismissed. Raising a clear, evidenced grievance also creates a paper trail that's invaluable if the situation escalates.
Legal basis
ACAS Code of Practice on Disciplinary and Grievance Procedures (statutory); Employment Rights Act 1996 — section on legislation.gov.uk">Employment Rights Act 1996 s.207A (uplift for failure to comply with Code).
Step-by-step playbook
1) Read your employer's grievance policy (in handbook or contract). 2) Identify the specific issue in factual terms — what happened, when, who was involved, what's the impact. 3) Write the grievance letter referencing the policy and ACAS Code. 4) Submit to your line manager (or to HR if your manager is the subject). 5) Attend the grievance meeting — bring written notes, bring a colleague or trade union rep if entitled. 6) Wait for the written outcome (usually within 5-10 working days). 7) If unsatisfied, appeal in writing within the timeframe (usually 5 days). 8) Keep copies of everything. 9) If appeal is rejected and matter is serious, consider ACAS early conciliation (free) and tribunal claim within 3 months less 1 day.
Letter / template
Grievance letter template: 'Dear [Manager/HR], I am writing to raise a formal grievance under the company's grievance procedure and the ACAS Code of Practice on Disciplinary and Grievance Procedures. The grievance concerns: [brief factual description]. Specifically: - On [date], [what happened] - This was witnessed by [names] / evidenced by [emails, documents] - The impact on me has been [factual impact] The outcome I am seeking is: [specific resolution — e.g., a transfer, an apology, a policy review, training]. I request a grievance meeting under the procedure, and confirm I would like to be accompanied by [colleague or trade union representative]. Please confirm receipt and the next steps. Yours sincerely, [Your name] [Date]'
What NOT to do
Don't: send the grievance in anger; include personal attacks or speculation; use vague language ('there's a culture of...'); skip the formal step and go straight to tribunal; let stress or fear stop you from filing within the policy timeframes; raise multiple unrelated issues in one grievance (separate them); bypass HR if the policy requires line manager first.
Worked example
Hannah raised a written grievance about her manager excluding her from meetings after she'd raised concerns about unequal pay. The grievance cited the ACAS Code, was specific (named meetings, dates, exclusion patterns), and asked for the resolution of being included plus a pay review. The investigation upheld the grievance partially. Hannah was moved to a different team with a £3,500 pay rise. Without the formal grievance, none of this would have happened.
Recruiter pro tip
The ACAS Code reference is the secret weapon. It signals you understand the legal framework and creates an automatic 25% uplift threat if the employer mishandles the procedure. Include it in your opening line. Most employers respond more carefully when they see ACAS Code referenced — they know it's coming up in any tribunal claim.
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