Workplace Grievance Lawyers for Employees

What Is a Workplace Grievance?

A workplace grievance is a formal complaint, concern, or problem that you raise with your employer about an issue at work. In other words, if you make a formal complaint to your employer about something that’s affecting you at work – such as unfair treatment, bullying, or a policy issue – this is known as “raising a grievance.” Grievances are handled through your employer’s grievance procedure, which is a written policy outlining the steps both you and the company should follow to address your complaint. Every employer in England and Wales is legally required to have a grievance procedure (often found in your contract, staff handbook, or company intranet). If they don’t have their own policy, they must follow the minimum standards set out in the ACAS Code of Practice on Disciplinary and Grievance Procedures. This ensures that any grievance is dealt with fairly and consistently.

Who can raise a grievance? In general, only employees (those with a contract of employment) have the right to use the formal grievance procedure. However, even if you’re not a traditional “employee” – for example, a casual or agency worker, or if you’ve recently left the job – it’s still worth raising your concerns. Many employers will still address issues brought up by non-employees or ex-employees as a matter of good practice. In fact, you can even submit a grievance after you have resigned, and the employer is expected to handle it; if they refuse, an Employment Tribunal could later penalise them by increasing any compensation awarded to you by up to 25%. The key point is: if you have a serious issue at work, don’t be afraid to speak up. The law protects you from being treated badly for raising a genuine grievance.

When and Why Should You Raise a Grievance?

You should consider raising a grievance whenever you have not been able to resolve a serious workplace issue informally. It’s usually best to try informal solutions first, such as talking to your manager or HR, if that feels safe and appropriate. Often, problems can be sorted out with a simple conversation. But if an informal chat doesn’t fix the problem – or the issue is very serious (for example, sexual harassment or discrimination) – then moving to a formal grievance is the right next step. In some cases, you may feel you need to raise a formal complaint immediately (for instance, if attempts to handle it informally failed, or the matter is too severe to ignore).

Common reasons to raise a grievance at work include:

• Bullying or Harassment:g. if you’re being harassed by a colleague or manager (this can overlap with discrimination if it’s related to age, race, gender, etc.)[9].
• Discrimination: unfair treatment because of a protected characteristic (such as sex, disability, ethnicity, religion, or age).
• Workplace Relationships or Treatment: conflicts with a manager or coworkers, unfair disciplinary action, or being treated unjustly in other ways.
• Health and Safety Concerns: if your employer isn’t addressing unsafe working conditions or risks to your health.
• Contract or Policy Issues: problems with your working hours, breaks, pay (for example, unpaid wages), or sudden changes in your role or working practices without consultation.

These are just examples – any serious concern related to your employment can be raised through a grievance. (Note: some issues like being made redundant or dismissed have separate processes like appeals or employment tribunal claims, rather than grievances. If you’re unsure, we can advise you on the correct route for your situation.)

Why raise a grievance? The main purpose is to give your employer a formal opportunity to resolve the problem internally before it escalates. By putting your complaint in writing and triggering the official procedure, you create a record of the issue and signal that it needs addressing by management. Often, this leads to a solution – for example, the behavior stops, policies are adjusted, or misunderstandings are cleared up – so that your work situation improves. Even if the grievance doesn’t fully solve the issue, it’s an important step if you eventually need to take things further. In fact, employment tribunals generally expect employees to have tried resolving matters via a grievance before resorting to legal action. If you don’t raise a grievance first, any compensation you win at tribunal could be reduced by up to 25%. In short, raising a grievance protects your position. It gives your employer a chance to fix the problem – and if they don’t, you have stronger grounds to pursue further action.

Finally, remember that timing can be important. There’s usually no strict legal time limit for raising an internal grievance (unless your company policy sets a deadline). However, it’s best not to wait too long. Try to raise your grievance reasonably soon after the issue arises – a prompt complaint is more likely to lead to a useful outcome, and it shows you’re serious about getting it resolved. (If you delay for months or years, your employer might question why, and it could be harder to investigate the facts.)

How to Raise a Grievance at Work (UK Grievance Process)

Every employer’s grievance process may vary slightly, but most will follow a similar three-step procedure based on the ACAS Code of Practice: (1) you submit your complaint in writing, (2) a meeting (grievance hearing) is held to discuss it, and (3) you receive a decision, with an option to appeal the outcome. Below is a step-by-step guide to what usually happens when you raise a grievance:

1. Check the Policy & Prepare: Start by checking your employer’s grievance policy (in your staff handbook or contract) for any specific instructions on how to raise your concern, who to send it to, and any timelines. The policy will tell you where to direct your grievance letter – typically to your line manager or a designated HR person. If your complaint is about your line manager, the policy usually allows you to send it to someone else at a higher level. It’s a good idea to gather any relevant evidence (emails, dates, witness names) and think about the outcome you want. Do you simply want the behavior to stop, an apology, a policy change, or something else? Clarifying what you’re seeking will help you frame your grievance clearly.
2. Submit a Formal Grievance Letter: Put your grievance in writing and submit it to your employer as per the policy (often via email or a letter to HR/management). State that you are raising a formal grievance and explain the issue in a factual, concise way. Include key details like what happened, when and where it occurred, who was involved, and how it has affected you. It’s important to stick to the facts and avoid overly emotional or accusatory language. You want to be taken seriously and make it easy for the person reading your letter to understand your concerns. If there are multiple issues, list each clearly. You should also mention any informal steps you’ve already tried (e.g. “I spoke to my manager on [date] but the issue was not resolved”). Finally, state what outcome you’re seeking – for example, an apology, a change in department, training for staff, or simply for the behavior to stop. If you’re open to a particular resolution, say so. (However, if what you really want is to leave the company with a settlement, it might be better to not explicitly demand compensation in the grievance letter – this can be handled separately through “without prejudice” discussions. We can advise you on this delicate situation.) Once your grievance letter is ready, keep a copy for yourself and send it according to the procedure. Tip: Mark the letter with the current date and express that you expect a response in line with the company’s policy timeframe – this can help keep the process on track.
3. Grievance Meeting: After receiving your grievance, your employer should invite you to a formal grievance hearing or meeting to discuss the issue. In this meeting, you’ll have the chance to explain your complaint in detail and how you’d like it resolved. You have the legal right to be accompanied by a colleague or a trade union representative at any formal grievance meeting. (If you’re not a union member, you can simply ask a trusted coworker to attend as your support person. Note: you generally cannot bring an external person like a lawyer or family member to an internal grievance meeting in England and Wales.) During the meeting, the employer will usually ask you to go through your complaint and may ask questions. Stay calm and factual – this is your opportunity to make sure they understand exactly what happened and how you feel. You can refer to any evidence or examples you have. After discussing, the employer might need to adjourn the meeting to investigate further (for example, by interviewing other staff or reviewing records) before making a decision. Our tip: Before the meeting, it can help to prepare notes or even practice with an employment lawyer, so you feel confident. We regularly coach clients through what to expect in grievance hearings so they can present their case clearly and calmly.
4. Outcome and Decision: Following the meeting and any investigation, your employer should give you a written outcome letter. This will explain their decision – whether they uphold your grievance (fully or partially) or not – and what action, if any, they will take. For instance, they might agree with you and take steps to fix the problem (like instructing someone to stop certain behavior, providing training, or updating a policy). Or they might decide they don’t agree there was a problem (sometimes employers reject grievances, which can be very frustrating). The outcome letter should also inform you of your right to appeal if you’re not satisfied with the decision.
5. Appeal if Needed: If you believe the outcome is unfair or the issue still isn’t resolved, you generally have the right to appeal the decision. The outcome letter or grievance policy will tell you how to appeal – typically, you must write a letter to a higher manager or a different senior person, within a certain timeframe (such as 5 or 10 working days). In the appeal, you should explain why you disagree with the outcome or why the process was flawed, and what you would like to happen instead. An appeal leads to another meeting (usually with a new manager who wasn’t involved before) and a fresh decision. We can assist in drafting compelling appeal letters that clearly point out any mistakes in the original decision or any evidence that was overlooked.
6. After the Grievance – What Next? Hopefully, raising a grievance results in a positive change: the issue gets resolved and you can continue in your job happily. But sometimes, even after a grievance (and maybe an appeal), the problem persists or the outcome feels unsatisfactory. At that stage, you might consider external options. One route is ACAS Early Conciliation (a free mediation service) followed by an Employment Tribunal claim if necessary. Most tribunal claims for issues like discrimination, unpaid wages, or constructive dismissal must be filed within 3 months minus one day of the problem (or of your last day at work, depending on the case). Important – this tribunal deadline continues to tick down even while your grievance is ongoing. So if you’re contemplating legal action, get advice early to avoid missing your window. Another possible route is negotiating a settlement agreement with your employer – basically a mutual agreement for you to leave the job in exchange for compensation and agreed terms. This can sometimes be achieved if the working relationship is beyond repair. Settlement Agreement Lawyers (as our name suggests) are experts in negotiating exit packages for employees when appropriate. We can discuss this option with you confidentially if it’s something you want to explore, and we’ll only proceed if it’s in your best interests.

How Our Employment Lawyers Can Help with Your Grievance

Going through a grievance procedure can be daunting – but you don’t have to go through it alone. Our team of expert employment lawyers is here to support you at every stage of the process. We work exclusively with employees (not employers), so our focus is 100% on protecting your rights and achieving the best outcome for you. Here are some of the ways we can help with a workplace grievance:

• Free Initial Consultation: We’ll start with a friendly, no-obligation chat to understand your situation. We’ll listen to your concerns and give you an honest assessment of your options – whether that’s raising a grievance, negotiating informally, or something else. This initial consultation is a chance for you to ask questions and get clarity on the way forward.
• Advice on Strategy: Not sure if you should file a formal grievance or how to phrase it? We provide clear advice on the best strategy for your specific case. For example, if you’re still working there and want to keep the job, we might advise a slightly softer tone focused on resolution. If things have become untenable, we can discuss using the grievance to pave the way for an exit or legal claim. We’ll explain the pros and cons of each approach in plain English, without legal jargon.
• Drafting Your Grievance Letter: One of our most popular services is helping clients write effective grievance letters. We’ll ensure your letter is well-structured, factually accurate, and persuasive. This includes outlining the key facts (what happened, when, who was involved) and the impact on you, in a way that is clear and professional. We also make sure to include the right phrases to formally signal a grievance, and request a timely response. A strong written grievance can dramatically increase the chances of your employer taking your complaint seriously and addressing it properly.
• Preparing You for the Grievance Meeting: If you’re feeling nervous about the meeting, we can coach you on what to expect. Our lawyers will walk you through potential questions, help you practice your responses, and give you confidence on how to present your case calmly and effectively. We can also advise you on your right to be accompanied and how to make the most of having a colleague or rep with you in the meeting. While we typically cannot attend the internal meeting with you, we make sure you go in prepared and empowered.
• Evaluating the Outcome: When you receive the outcome of your grievance, we’ll review it with you. If your grievance is upheld, great – we can ensure the employer follows through on the promised remedy. If it’s not upheld (or only partly), we’ll explain clearly what it means and what your options are. Sometimes, a grievance outcome might contain findings or admissions that are useful later if you decide to take legal action. We will decode any legal or HR-speak in the letter so you fully understand the result.
• Appeals and Next Steps: If you want to appeal the grievance decision, we can help draft a powerful appeal letter that highlights any errors in the initial investigation or any new evidence. We’ll aim to give your employer every opportunity to “get it right” on the second try. If the issue still isn’t resolved, we are ready to advise on next steps. This could mean helping you negotiate a dignified exit (for example, seeking a settlement agreement with appropriate compensation) or preparing for an employment tribunal claim if necessary. Our lawyers are experienced in all aspects of employment law, so we will seamlessly transition from the internal process to external action if it comes to that.

Throughout the process, our approach is empathetic, practical, and tailored to you. We know how upsetting workplace problems can be, and our job is to remove the burden from your shoulders and fight your corner. We’ll keep communications jargon-free and clear, so you always know where you stand and what’s happening. Your peace of mind is our priority.

Why Choose Settlement Agreement Lawyers for Grievance Advice?

When it comes to resolving workplace grievances, you need the right team in your corner. Here’s why employees across England and Wales choose Settlement Agreement Lawyers for employment grievance advice and representation:

• Specialist Employee Lawyers: Settlement Agreement Lawyers is a specialist employment law firm exclusively for employees. We are not a generalist law firm – we deal with employment issues all day, every day, and have done so for decades. Our solicitors have over 30 years of experience in employment law, with thousands of satisfied clients helped. We understand the grievance process inside-out, as well as the broader context of employment rights. Whether you’re a junior employee or a senior executive, we’ve likely handled a case like yours before.
• Expert, Empathetic Support: Our team combines legal expertise with a friendly, supportive approach. We truly care about achieving the best outcome for you. Clients often praise our ability to explain complex matters in simple terms and our patience in guiding them through difficult times. You’ll find us approachable and easy to talk to – we’ll never bombard you with jargon or make you feel intimidated. Our mission is to empower you with knowledge and stand up for your rights.
• Fast Turnaround & Responsive Service: We know that when you’re facing a tough situation at work, time is of the essence. Perhaps you have a grievance meeting coming up, or a tribunal deadline on the horizon – we move quickly to assist. Our lawyers pride themselves on a quick, no-nonsense turnaround to fit your needs[26]. Often, we can review your case and provide initial guidance the same day you contact us. We won’t keep you waiting days for answers, and we respond promptly to calls and emails. Your case is as important to us as it is to you.
• Remote Service Across England & Wales: No matter where you are in England or Wales – be it London, Birmingham, Cardiff, Manchester, Bristol or a small town – we can help you. We offer a fully remote service so that you can get expert advice without any hassle. Consult with us via phone, email, or video call at your convenience. This means you don’t need to take time off to travel to a solicitor’s office; we bring the advice to you. Our headquarters is in Swindon and we routinely serve clients nationwide. Of course, if you prefer an in-person meeting and it’s feasible, we can accommodate that – but most of our clients love the ease of handling everything from the comfort of their home or office.
• Clear Pricing & Value for Money: We believe in transparent, fair pricing. From the outset, we will explain our costs in plain language so you know exactly what to expect. In many cases, we operate on a fixed fee or clear hourly rate, meaning no nasty surprises. We know that legal advice is an investment, so we strive to provide maximum value – giving you honest advice that could save your job or result in a favourable settlement is worth far more than it costs. For settlement agreement cases, typically your employer pays our fees; for grievance matters, we’ll work with you to keep it cost-effective. Either way, you’ll have a full breakdown of costs and no hidden charges.
• Proven Results: Our firm has a strong track record of successfully helping employees resolve workplace disputes. Whether it’s getting a bully to stop, securing a better outcome on appeal, negotiating an exit package, or winning compensation at tribunal, we have done it all. We’re proud to have numerous testimonials from clients who were in the same boat as you and achieved a positive resolution with our help. We bring that experience to every new case.

In summary, by choosing Settlement Agreement Lawyers, you get specialist knowledge, personal support, quick action, and nationwide reach – all delivered with honesty and integrity. You’ll speak directly with experienced employment solicitors who understand what you’re going through and know how to help.

Ready to Resolve Your Workplace Grievance? Get in Touch Today

You don’t have to face your workplace grievance alone. With the right legal advice and support, you can take control of the situation and work toward a positive outcome. Settlement Agreement Lawyers is here to help you do just that.

Contact us today to book a confidential consultation with one of our expert employment lawyers. We’ll listen to your story, advise you on your rights and options, and map out the best next steps – whether that’s guiding you through writing a grievance letter, negotiating behind the scenes, or preparing for a tribunal. Our aim is to resolve your workplace issue as quickly and favorably as possible, so you can move forward with confidence.

Don’t let a workplace problem fester or jeopardize your well-being. Get the support you need from a team that truly understands what’s at stake. Call us, email us, or use our online form now to get fast, friendly help with your workplace grievance. Let’s work together to protect your rights and achieve the fair treatment you deserve.