How to use the grievance procedure to deal with problems at work

Summary

Dealing with unfair treatment at work is stressful. Learn how the workplace grievance procedure works in England and Wales, what to include in your letter, and how to prepare for a hearing with confidence. The information in this guide applies to England and Wales. 1 What is a grievance procedure? 2 What can you raise a formal grievance about? 3 Why raise a grievance? 4 What to consider before you raise a grievance 5 How to raise a grievance 6 The informal stage 7 Step 1 – Tell your employer about the problem in writing 8 Step 2 – Having a meeting to discuss your complaint 9 Step 3 – Appeal 10 After using the grievance procedure 11 FAQs about raising a grievance to deal with a problem at work 12 What does it mean? 13 About this guide Step 1 - Tell your employer about the problem in writing. Use our Grievance letter tool to write yours. Step 2 - Attend a grievance meeting to discuss your complaint. Step 4 - Appeal if necessary (but don't miss the chance to go to Tribunal if you want to) * You have the right to be accompanied to meetings by a colleague or trade union rep. But not someone outside work. * Most tribunal claims must be started within 3 months less one day of the problem.

Key information

• You have the right to be accompanied to meetings by a colleague or trade union rep. But not someone outside work.
• Most tribunal claims must be started within 3 months less one day of the problem happening (this will soon increase to 6 months, probably from October 2026).
• Discrimination (including bullying and harassment)
• Problems with health and safety
• Changes in working practices or organisational change
• You might succeed in putting a stop to the problem. Things are unlikely to change if you don’t tell people about the problem or make your unhappiness with the situation understood.
• If your complaint is about discrimination or harassment and you make your employer aware of this, it’s up to them to stop it. If they don’t do all they reasonably can to stop it, you could take them to an employment tribunal and possibly get compensation.
• If you don't use the grievance procedure, and instead take the problem straight to an employment tribunal, any compensation you get might be reduced by up to 25%.
• It can be stressful. You will probably have to attend meetings with senior management.
• Think about the practicalities of your situation at work. It might not be worth making a complaint if your problem is only temporary, unless the problem is having a considerable impact on your health and wellbeing.
• If you are unsure about whether to complain about something, see if you can get help from an experienced employment adviser. If you are a member of a trade union, your representative should be able to help.
• Explain what the problem or behaviour is that you are concerned about. Try to be factual and maintain a professional and neutral tone. Explain how certain behaviour has made you feel, but remember that personal attacks on other staff or offensive language will undermine what you are saying. Remember that you want people to read your complaint and want to try to solve it.

Practical guidance

• Source: How to use the grievance procedure to deal with problems at work

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