What a grievance is

A grievance is a formal complaint by an employee about something at work — a manager, a policy, a colleague, working conditions, or treatment.

The ACAS Code of Practice on Disciplinary and Grievance Procedures is the minimum standard. Failure to follow it can uplift any tribunal award by up to 25%.

The four steps

  1. Try to resolve informally first. Have a conversation with your manager (or their manager if the grievance is about your manager).
  2. Raise the grievance formally in writing. Set out what happened, when, who was involved, what you want as resolution. Keep it factual.
  3. Attend the grievance hearing. You have a statutory right to be accompanied by a colleague or trade union representative (s.10 Employment Relations Act 1999).
  4. Get the outcome in writing, with the right to appeal. The appeal should be heard by someone different (and ideally more senior) than the original decision-maker.

Anonymous + collective grievances

Grievances should normally be raised by name to allow proper investigation. Where you fear retaliation, the employer should consider what protections they can put in place. Collective grievances (raised by a group of employees) follow the same code.

Linked to other claims

A properly-raised grievance is often a precursor to:

  • A constructive dismissal claim — courts expect you to give the employer a chance to put things right before resigning.
  • A discrimination claim under the Equality Act 2010.
  • A whistleblowing claim under PIDA 1998 if the concern was a qualifying disclosure.

The written grievance and outcome form key evidence. Keep copies.

Time limits

The grievance itself has no statutory deadline, but if it doesn't resolve and you need to make a tribunal claim, most employment claims must start ACAS Early Conciliation within 3 months less one day of the underlying act.