Grievance Survival Toolkit
Everything you need to file a formal grievance at work — step by step, with templates, dos and don'ts, and plain-English guidance on what to expect at each stage.
This toolkit is completely free. No sign-up required. Download the template below and follow the steps.
Go to TemplatesWhat is a formal grievance?
A formal grievance is a written complaint you submit to your employer about something that has happened at work — discrimination, bullying, unfair treatment, breach of contract, or any other serious issue.
Filing a formal grievance is important for two reasons: first, it puts your employer on notice that you are taking the matter seriously. Second, it creates a paper trail that becomes critical evidence if you later go to an Employment Tribunal.
Important: If you are considering an Employment Tribunal claim, you will almost certainly need to have raised a formal grievance first. Skipping this step can seriously weaken your case.
Before you start
Before writing your grievance letter, do these things first:
Read your employer's grievance policy
It should be in your employee handbook or available from HR. Note any deadlines, who to address the letter to, and the procedure they use. If they don't have one, ACAS's Code of Practice applies.
Collect and secure your evidence
Emails, messages, meeting notes, witnesses, dates. Save copies somewhere your employer cannot access — personal email, personal device. Do not delete anything.
Write a timeline of events
A clear, dated timeline is one of the most powerful things you can attach to a grievance. Start from the first relevant incident. Be specific — dates, times, locations, who was present, what was said or done.
Consider your desired outcome
What do you actually want from this? An apology? A behaviour to stop? A transfer? Compensation? Know what you're asking for before you write the letter.
Writing the grievance letter
Your grievance letter should be clear, factual, and unemotional. Stick to what happened, when it happened, who was involved, and what you want to happen next.
DO
- ✓Use dates and specific facts
- ✓Name individuals involved
- ✓Reference relevant policies or law (e.g. Equality Act 2010)
- ✓State clearly what outcome you're seeking
- ✓Keep a copy of everything you send
- ✓Send by email so there is a timestamp record
DON'T
- ✗Use emotional or aggressive language
- ✗Exaggerate or speculate
- ✗Include everything — focus on the most serious issues
- ✗Threaten legal action in the letter itself
- ✗Miss any deadlines in your employer's policy
- ✗Submit verbally — always in writing
After you submit
Your employer must acknowledge receipt
They should confirm they have received your grievance and tell you the next steps. If they don't respond within a reasonable time (usually 5 working days), chase in writing.
A grievance meeting will be arranged
You have the right to be accompanied by a colleague or trade union representative. Prepare your key points. Take notes during the meeting, or request they are recorded.
You will receive a written outcome
They must respond in writing. If you are unhappy with the outcome, you have the right to appeal. Do not miss the appeal deadline — usually 5 working days.
If you are still unhappy after the appeal
You have now exhausted internal procedures. You can contact ACAS for Early Conciliation, and then consider an Employment Tribunal claim. See our ET Toolkit for next steps.