How to Write a Workplace Grievance Letter (UK)

Updated 2026. ACAS guidelines, employer obligations, and template for England, Wales & Scotland.

If something at work is making your life miserable — bullying, harassment, discrimination, unfair treatment, unsafe conditions — putting it in writing triggers your employer's legal duty to investigate. A strong grievance letter is how you start that process.

Why you must put it in writing

A verbal complaint is easy to ignore. A written grievance:

• Creates a formal record you can refer to later
• Triggers your employer's grievance procedure
• Is evidence if you need to claim constructive dismissal or unfair treatment later
• Shows the tribunal you tried to resolve things internally

What your grievance letter must include

Follow these steps for an ACAS-compliant grievance:

1. Date it — and keep a copy (email or printed)
2. Address it to the right person — usually your line manager, HR, or a senior manager (not the person you're complaining about)
3. State clearly that this is a formal grievance — under the company's grievance procedure / ACAS Code of Practice
4. Describe the issue factually — what happened, when, who was involved, who witnessed it
5. Reference relevant policies or law — e.g. Equality Act 2010, company dignity-at-work policy, contract of employment
6. State the impact — how it has affected you (health, performance, ability to work)
7. State the outcome you want — investigation, mediation, training, disciplinary action, or a change in procedure
8. Request a grievance meeting — and your right to be accompanied by a colleague or union rep
9. Set a reasonable deadline — typically 5-10 working days for a response

Evidence checklist

Attach or reference:

• Emails, texts, or messages showing the behaviour
• A timeline/diary of events (dates, times, witnesses)
• Any previous complaints you've made
• Witness statements if anyone else saw it
• Medical notes if it has affected your health

What happens next?

1. Your employer should acknowledge your grievance
2. They investigate (may speak to witnesses)
3. They hold a grievance meeting — you can bring a companion
4. They write to you with the outcome
5. If you're unhappy, you have the right to appeal

If your employer ignores you or retaliates

If they don't respond, follow up in writing. If they still ignore you:

• Raise it to a more senior manager or HR director
• Raise it again, noting their failure to follow the grievance procedure
• Contact ACAS (0300 123 1100) for free advice
• If you're forced to resign due to their handling, you may have a constructive dismissal claim (but get advice first — strict rules apply)

Frequently asked questions

Can I be disciplined for raising a grievance?

No. It is automatically unfair to dismiss someone for raising a genuine grievance about health and safety or whistleblowing. Detriment for raising a grievance can also be challenged.

How long does an employer have to respond to a grievance?

There is no fixed legal deadline, but ACAS guidelines say they should respond 'without undue delay'. A reasonable timeframe is 5-10 working days.

Should I raise a grievance before going to a tribunal?

For discrimination and whistleblowing claims, ACAS Early Conciliation is mandatory before a tribunal claim. Raising an internal grievance first can strengthen your case.

What if my employer ignores my grievance?

Follow up in writing. If they still don't respond, raise it again to a more senior manager. An ignored grievance is evidence of procedural unfairness for constructive dismissal claims.