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How to Raise a Grievance at Work

Understand when to raise a grievance, how the formal process works, your rights throughout the procedure and the options available if workplace concerns cannot be resolved informally.
Key Insight Most workplace grievances can usually be resolved informally. Formal procedures should normally be reserved for situations where discussions have been unsuccessful or the issue is particularly serious.
99%
Workplace concerns can often be resolved informally
ACAS
Provides guidance where no grievance policy exists
Last Resort
Constructive dismissal should only be considered in serious cases

The Grievance Process

1

Speak Informally

Raise the issue with your line manager and give them an opportunity to resolve it.

2

Submit a Formal Grievance

Follow your employer's procedure or the ACAS Code if no policy exists.

3

Attend a Grievance Meeting

Your concerns should be discussed and investigated appropriately.

4

Appeal the Outcome

If you disagree with the decision, you should normally have the right to appeal.

What Happens During a Formal Grievance?

Your Responsibilities

  • Explain the issue clearly
  • Provide evidence where relevant
  • Follow the procedure
  • Engage constructively

Your Employer's Responsibilities

  • Listen to the grievance
  • Investigate fairly
  • Follow a proper process
  • Provide a written outcome

Your Rights During the Process

Written Procedure

Employers should make a written grievance procedure available to employees.

Companion at Meetings

You may be entitled to be accompanied by a colleague or union representative.

Right to Appeal

If you disagree with the outcome, you should normally be given an opportunity to appeal.

Important to Remember

Employers are expected to listen, investigate and follow a fair procedure. They are not required to agree with every grievance, but they must consider concerns properly and reach a reasonable decision.

Constructive Dismissal Reality Check

Serious Breach Required

Constructive dismissal generally requires a serious breach of trust and confidence.

Process Matters

Employees are usually expected to exhaust internal grievance procedures first.

High Threshold

Constructive dismissal claims are difficult to win and should be viewed as a last resort.

Key Takeaways

  • Try informal discussions before escalating concerns.
  • Every employer should have a written grievance procedure.
  • The ACAS Code provides guidance where no policy exists.
  • You may be entitled to be accompanied at formal meetings.
  • Employers must consider grievances fairly, but do not have to agree with them.
  • Constructive dismissal is difficult to prove and should be treated as a last resort.

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