If you are experiencing issues in your workplace, whether it's related to unfair treatment, discrimination, harassment, or another form of concern, understanding how to raise a grievance at work is a crucial first step. At Stephensons, our employment solicitors have advised countless individuals facing difficult situations at work. Raising a formal grievance can be an important tool in resolving workplace problems and protecting your legal rights.
What is a grievance in the workplace?
A workplace grievance is a formal complaint made by an employee to their employer regarding a concern, problem, or issue that has arisen during the course of their employment. This could range from disputes with colleagues or managers to concerns about working conditions, pay discrepancies, or health and safety issues. A grievance can also relate to breaches of contractual terms or allegations of unlawful behaviour under employment law.
When should you consider raising a grievance?
It is advisable to attempt to resolve issues informally with a manager or appropriate person in the workplace before initiating a formal grievance. If informal discussions do not lead to a satisfactory resolution, or if the issue is particularly serious, you may decide to pursue the formal grievance procedure. This ensures that your concerns are officially recorded and addressed through the appropriate process.
Steps to raise a grievance at work
Understanding how to raise a grievance at work involves following a clear and structured process. While each employer may have their own internal procedures, the following general steps conform to the recommended approach under the ACAS Code of Practice:
- Review your employer’s grievance policy: Start by reading your organisation's grievance procedure, usually found in the staff handbook or HR documents.
- Put your grievance in writing: Submit a written grievance to your employer, clearly outlining the nature of your complaint, relevant facts, dates, and any evidence you have. Keep the tone factual and professional.
- Attend a grievance meeting: Your employer should invite you to a formal meeting to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative.
- Receive a written outcome: After the meeting, your employer should respond in writing with a decision and any actions they intend to take.
- Appeal the decision if necessary: If you're not satisfied with the outcome, you are entitled to appeal the decision. The appeal should be lodged promptly and ideally heard by someone not involved in the original grievance.
What to include in a written grievance
Your written grievance should be clear and detailed, including the following elements:
- The dates and times of the incidents or issues.
- The names of any individuals involved.
- A description of what happened and how it has affected you.
- Any steps already taken to resolve the matter informally.
- Copies of any supporting documents or evidence.
- What outcome or resolution you are seeking.
Your rights and legal protections
By raising a grievance, you are exercising your legal right to challenge inappropriate or unlawful treatment in the workplace. You are protected under UK employment law from victimisation or retaliation for doing so. If you suffer negative consequences such as unfair dismissal or detriment following a grievance, you may have grounds for a further claim.
Under the Employment Rights Act 1996 and the Equality Act 2010, workers have the right to work in an environment free from discrimination and to raise concerns without fear of reprisal. Stephensons can advise you on whether your rights may have been breached and what remedies may be available.
What if your grievance is ignored?
If your employer fails to follow a fair grievance process or ignores your complaint altogether, this may constitute a breach of contract or a failure to follow statutory procedures. In some situations, you may be entitled to resign and pursue a constructive dismissal claim, though this is a significant step that should be taken only after receiving legal advice.
Stephensons can help assess your situation and guide you through the available options if your grievance has been inadequately addressed or mishandled.
How we can help
At Stephensons, our employment law specialists have extensive experience supporting individuals through the grievance process. We can review your complaint, help you draft your written grievance, and represent you in meetings or negotiations with your employer. If a satisfactory resolution cannot be achieved, we are also well-equipped to advise you on further legal action, including claims to the employment tribunal.
Understanding how to raise a grievance at work is the first step towards resolving your concerns and ensuring your employment rights are upheld. With the appropriate support and legal guidance, a grievance can lead to meaningful change and accountability in your workplace.
Contact our specialist employment solicitors
If you need advice or guidance on raising a grievance or any other workplace issue, call Stephensons on 0161 696 6170 or fill in our enquiry form.
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