Do I have to raise a formal grievance before going to an employment tribunal?

While there is no strict legal requirement to raise a grievance before making an employment tribunal claim, it is strongly recommended. The ACAS Code of Practice states that employees should raise grievances internally first. If you proceed to tribunal without having raised a grievance, the tribunal may reduce any compensation by up to 25% for unreasonable failure to follow the ACAS Code. You must, however, contact ACAS for early conciliation before making a tribunal claim.

Can I bring someone with me to the grievance meeting?

Yes. Under section 10 of the Employment Relations Act 1999, you have the statutory right to be accompanied at a grievance meeting by a trade union representative or a work colleague. The companion can address the meeting, respond on your behalf to any views expressed, and confer with you during the meeting, but they cannot answer questions on your behalf.

What if my grievance is about my line manager?

If your grievance is about your line manager, you should address it to the next level of management, HR, or whoever your company's grievance procedure specifies. Do not send it to the person the complaint is about. Check your employee handbook or company policies for the correct procedure.

How long should my employer take to respond?

The ACAS Code of Practice recommends that the employer should arrange a grievance meeting 'without unreasonable delay' — usually within five working days. After the meeting, the employer should provide a written outcome 'without unreasonable delay'. There is no fixed statutory deadline, but excessive delay may be considered an unreasonable failure to follow the Code.

Can I be dismissed for raising a grievance?

No. Dismissing an employee for raising a genuine grievance is likely to constitute unfair dismissal under the Employment Rights Act 1996. If the grievance relates to a protected characteristic (under the Equality Act 2010) or whistleblowing (under Part IVA of the Employment Rights Act 1996), the dismissal would be automatically unfair. Employees who suffer detriment for raising grievances may also have a claim for victimisation.

What if I am not satisfied with the grievance outcome?

If you are not satisfied with the outcome, you should appeal. The ACAS Code of Practice provides that the employee should be allowed to appeal the grievance outcome. The appeal should be heard by a more senior manager who was not involved in the original decision. If the internal process is exhausted and you remain dissatisfied, you may contact ACAS for early conciliation and potentially bring a claim to an employment tribunal.

Free Formal Grievance Letter to Employer Template

A formal grievance letter is a written complaint from an employee to their employer about a workplace issue.

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Employee Details

Your Full Name*

Your Home Address*

Your Job Title*

Department

Employee Number (if applicable)

Recipient Details

Recipient Name (manager or HR)*

Company Name*

letter

Date*

grievance

Type of Grievance*

Details of Your Grievance*

Be factual and specific. Include dates, names, and any evidence you have.

resolution

Desired Outcome*

I have supporting evidence (emails, documents, witness statements, etc.)

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[employeeName] [employeeAddress] [date] [recipientName] [companyName] Dear [recipientName], FORMAL GRIEVANCE I am writing to raise a formal grievance in accordance with the company's grievance procedure and the ACAS Code of Practice on Disciplinary and Grievance Procedures. My details: Name: [employeeName] Job title: [jobTitle] Nature of grievance: [grievanceType] Details of my grievance: [grievanceDetails] Desired outcome: [desiredOutcome] I request that a grievance meeting is arranged within five working days of receipt of this letter, in accordance with the ACAS Code of Practice. I understand that I have the right to be accompanied at the grievance meeting by a trade union representative or a work colleague, as provided for under section 10 of the Employment Relations Act 1999. I would like this matter to be dealt with promptly and confidentially. I trust that the company will investigate my grievance thoroughly and fairly. Please acknowledge receipt of this letter and confirm the date and time of the grievance meeting. Yours sincerely, ___________________________ [employeeName]

Important Notes

Legal Disclaimer

This grievance letter follows the ACAS Code of Practice on Disciplinary and Grievance Procedures (2015), which employment tribunals must take into account under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992. An unreasonable failure by either party to follow the ACAS Code can result in an up to 25% increase or decrease in any tribunal compensation award. Under section 10 of the Employment Relations Act 1999, employees have the statutory right to be accompanied at a grievance meeting by a trade union representative or a work colleague. Since 2014, employees must notify ACAS and go through early conciliation (section 18A of the Employment Tribunals Act 1996) before making most employment tribunal claims. Time limits for employment tribunal claims are generally three months less one day from the date of the act complained of (extended by the ACAS early conciliation period). Discrimination claims are brought under the Equality Act 2010.

This template is provided for informational purposes only and does not constitute legal advice. For complex legal matters, we recommend consulting a qualified solicitor.

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