Harassment at Work — How to Raise a Formal Grievance

EmploymentFree guide Being bullied or harassed at work can destroy your health, your performance, and your career. The law gives you ways to deal with it — but how you raise it matters a lot.

This guide explains the difference between bullying and harassment, how to raise a formal grievance under the ACAS Code, what to document, and what to do if your employer fails to deal with it.

Bullying vs harassment — what's the difference?

There is no single statutory definition of "bullying" in UK employment law, but it is generally understood as unwanted behaviour that is offensive, intimidating, malicious, or insulting, or an abuse or misuse of power that undermines, humiliates, or injures the recipient. Bullying can be verbal, non-verbal, written, or physical; it can be a one-off incident or a pattern.

"Harassment" has a legal meaning under the Equality Act 2010: it is unwanted conduct related to a protected characteristic (age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation — and pregnancy/maternity, marriage/civil partnership, and others in some contexts) that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.

The key difference for you:

• If the conduct is related to a protected characteristic, it may be unlawful harassment under the Equality Act 2010, and you may have a discrimination claim.
• If it is not linked to a protected characteristic, it may still be a breach of your contract (the employer's duty to provide a safe system of work and to trust and confidence) and a grievance-worthy matter, but it may not be discrimination in the legal sense.

What to do first

1. Decide what outcome you want

Before you raise anything, be clear about what you want: the behaviour to stop; a changed reporting line; support such as counselling; a formal investigation; a written apology; or, in serious cases, for the other person to be disciplined or moved. Having a clear desired outcome makes your grievance more focused and gives the employer something concrete to respond to.

2. Keep a record

Write down, with dates, times, places, witnesses, and what was said or done, every incident. Keep copies of any relevant emails, messages, or written notes. A contemporaneous record is the single most important thing you can do — memories fade and details get disputed.

3. Check your employer's policies

Most employers have an anti-bullying, dignity-at-work, or grievance policy. Follow it. The policy usually tells you who to raise the grievance with (if your manager is involved, you may need to raise it with someone else, e.g. HR or a more senior manager), what to include, and what to expect.

4. Raise the grievance in writing

A written grievance is best — it creates a record and forces a structured response. Your letter should:

• state that you are raising a formal grievance;
• describe the behaviour factually, with dates and examples;
• explain the impact on you (stress, anxiety, work performance, attendance, etc.);
• if relevant, reference any protected characteristic and possible discrimination;
• state the outcome you want;
• request a grievance meeting and a written response; and
• note that you are keeping a record of all incidents.

If the employer doesn't deal with it

If your grievance is not investigated properly, is dismissed without a reasonable investigation, or if the behaviour continues, you have options:

• Escalate internally — if you can, raise it with a more senior manager or HR again, in writing, and set a deadline for response.
• Use the grievance appeal — if your employer offers an appeal stage, use it if you are unhappy with the outcome.
• Raise a formal whistleblowing disclosure — if the conduct is serious (e.g. harassment that is unlawful, or a systemic failure to protect workers), you may also be able to raise it as a protected disclosure, especially if it involves a breach of legal obligation.
• Consider legal action — for discrimination (under the Equality Act 2010), for constructive dismissal if you feel forced to resign, or for breach of contract. There are strict time limits, so get advice early.
• Get help — ACAS (0300 123 1100), a specialist employment solicitor, or a trade union if you belong to one.

Using the generator

Use the LawImNotSure generator to draft your formal grievance letter. It will help you structure the facts, set out the impact, and state the outcome you want — all in a clear, professional letter. Review the output carefully before sending it; you are responsible for what you send, and the generator does not provide legal advice.