How to Raise a Grievance at Work

If you have a grievance at work, you should try to resolve it informally first. If that fails, you can raise a formal grievance using your employer’s procedure or, if none exists, by following the ACAS Code of Practice. In serious cases where trust and confidence have broken down, you may ultimately have grounds for Constructive Dismissal, but this is a high threshold and most claims fail.

What Is a Workplace Grievance?

Every workplace - large or small, well‑run or chaotic - will have moments where employees feel unhappy or unfairly treated. No one goes through working life without feeling aggrieved at some point.

A grievance is simply a concern, problem, or complaint that an employee wants the employer to address.

Well‑run organisations encourage open communication so issues can be resolved early and informally.

Do Employers Have to Have a Grievance Procedure?

Yes. Under the Employment Rights Act 1996, all employers must have a written grievance procedure and make it available to employees.

It may appear in the contract of employment, but it doesn’t have to. Most employers base their procedure on the ACAS Code of Practice, which you can find at acas.org.org.uk.

Step 1: Try to Resolve the Issue Informally

Most grievances, probably 99%, can and should be resolved informally.

How to do this effectively

• Speak to your line manager calmly and respectfully
• Explain the issue clearly
• Give them a chance to resolve it or explain the situation
• Keep the matter confidential until you’ve spoken to management

This approach preserves relationships and avoids unnecessary escalation.

Step 2: Raise a Formal Grievance (If Needed)

If informal discussions fail, or the issue is too serious to handle informally, you can raise a formal grievance.

Follow your employer’s policy

If your employer has a written procedure, follow it step‑by‑step.

If there is no policy

Assume the ACAS Code applies. This usually involves:

1. Writing to your line manager to set out your grievance
2. Attending a grievance meeting (sometimes called a “hearing”)
3. Being allowed to bring a companion, a colleague or union official
4. Receiving a written outcome
5. Having the right to appeal to a more senior manager

Although the term “hearing” sounds formal and intimidating, it is simply a structured meeting to discuss your concerns.

Important: The Employer Is Not Required to Agree With You

Your employer must:

• Listen to your grievance
• Consider it properly
• Follow a fair process

But they are not legally required to uphold your grievance or resolve it in the way you want.

What If the Grievance Procedure Doesn’t Resolve the Issue?

If you still feel aggrieved after the appeal stage, you have two options:

1. Continue working and accept the outcome
   Not ideal, but often the most practical choice.
2. Resign and consider a Constructive Dismissal claim
   This is only appropriate if:
   1. The grievance relates to a serious breach of trust and confidence, and
   2. The employer failed to deal with it properly

Constructive Dismissal claims are difficult to win. Most fail because the threshold is high. However, if your grievance was serious and the employer mishandled it, this may strengthen your case.

Key Takeaways

• Try to resolve grievances informally first, it’s quicker and preserves relationships.
• All employers must have a written grievance procedure.
• If none exists, follow the ACAS Code of Practice.
• You have the right to be accompanied at a formal grievance meeting.
• Employers must listen, but they don’t have to agree.
• Only raise a formal grievance when informal routes fail or the issue is serious.
• Constructive Dismissal is a last resort and hard to prove.