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A grievance is essentially a formal complaint you raise with your employer.

It may relate to the way you have been treated, a decision that has affected you, or the behaviour of a colleague or manager. In some cases, a grievance may be against both a colleague and your employer if the issue has not been handled properly. text goes here

Before you put anything in writing, consider the evidence you have to support your complaint. You will need to demonstrate what has happened, and vague or unsubstantiated claims are less likely to be upheld.

The best preparation is to keep a clear record.

A diary of incidents can be particularly valuable. Note down what happened, when, where, and who was present. If colleagues witnessed an incident, include this in your record.

Building evidence in this way will help you present a structured and credible grievance.

Your employer may have a set grievance policy which includes a template form or required format. Always check this before submitting your complaint.

If there is no form, a letter will be sufficient. The important point is that you clearly state it is a grievance. Once you have done so, your employer is obliged to investigate and deal with it under their grievance procedure and in line with the ACAS Code of Practice.

When writing your grievance, structure it carefully. Outline the key issues, provide supporting evidence, and explain the impact the matter has had on you.

After submitting your grievance, your employer should invite you to a meeting to discuss the issues raised. Following this, you should receive a written outcome.

If you are not satisfied with the findings, you have the right to appeal. This is a key safeguard under the ACAS Code of Practice.

While grievances are an important tool, it is also important to manage expectations. In practice, employers rarely uphold grievances where there may be a risk of legal liability. Think of it like slipping in a supermarket: the store is unlikely to admit fault because doing so could increase the risk of compensation. The same principle often applies in workplace disputes.

For this reason, a grievance should be seen as a step towards resolving a wider issue rather than an end in itself. It can strengthen your position, highlight your concerns formally, and set the stage for further action if necessary.

Finally, be cautious about raising a grievance if you do not have evidence to support your claims. The process can be difficult and sometimes damaging to working relationships. Only proceed when you can back up what you are saying.