Employment Grievance Letter Template and Guidance (UK)

Updated for UK workers. Covers formal grievance procedures, ACAS guidance, evidence, and employment tribunal time limits.

If you have a workplace problem that isn't being resolved informally, you should raise a formal grievance. A well-written grievance letter creates a clear record, triggers your employer's duty to investigate, and is often required before you can bring a claim to an employment tribunal.

When to raise a formal grievance

• Discrimination or harassment
• Unfair treatment or bullying
• Unpaid wages or holiday
• Unsafe working conditions
• Breach of contract or whistleblowing detriment

How to structure your grievance letter

1. State that this is a formal grievance — subject to your employer's grievance procedure.
2. Summarise the facts — dates, people involved, what was said or done.
3. Explain the impact — how it affects your work, health, or career.
4. State what you want — an apology, policy change, reinstatement, compensation, or another remedy.
5. Request a hearing — ask for a meeting with a neutral manager and the right to be accompanied.

ACAS guidance

ACAS recommends that employers have a written grievance procedure and investigate promptly. Workers have the right to be accompanied by a colleague or trade union representative at a formal grievance meeting. Keep minutes or notes from the meeting.

Timing

Raise the grievance as soon as possible. Employment tribunal claims must generally be started within 3 months less one day from the act you're complaining about. A grievance doesn't stop the clock, but it shows you tried to resolve things internally.

What if my employer refuses to investigate?

You can escalate to an employment tribunal for unfair dismissal, discrimination, or unlawful deductions. You'll usually need an early conciliation certificate from ACAS first. Keep copies of your grievance letter, any replies, and witness statements.

Ready to draft your grievance?

LawImNotSure can generate a formal employment grievance letter tailored to your situation. The first document is free with signup.

Building your evidence file

A grievance is only as strong as its evidence. Keep: dated notes of incidents, emails and messages, witness names, and copies of any policies breached. If the issue is pay, cross-reference your consumer-style record-keeping discipline — the same discipline applies at work. If the grievance fails and you later consider tribunal action, this file supports your redundancy or unfair-dismissal position and any letter before action if money is owed.

Frequently asked questions

Can I be dismissed for raising a grievance?

No — raising a genuine grievance is protected. Dismissal or detriment because you raised a grievance can be automatically unfair and unlawful.

Do I have a right to be accompanied?

Yes. At a formal grievance meeting you may be accompanied by a colleague or a trade union representative.

Does raising a grievance extend the tribunal deadline?

No. The 3-month-less-one-day limit generally keeps running. A grievance shows you tried to resolve matters, but it does not pause the clock.