Workplace Grievance Procedure: Solicitors for Employees and Employers
Raising a grievance or handling one? We advise employees and employers through every stage of the grievance procedure.
A grievance procedure is the formal process an employee uses to raise a work complaint in writing, and that an employer uses to investigate it, hold a meeting, give a written decision and offer an appeal.
Adam Bernard Solicitors advises employees who need to raise a workplace grievance and employers who need to handle one fairly and lawfully. We act from our offices in High Holborn and Upton Park, London.
Whether you are writing your first grievance letter or responding to a complaint that could become a tribunal claim, our employment solicitors can help. Call 0207 100 2525 (24/7) or book a video consultation by Zoom, Teams, WhatsApp or Skype.
What Is a Grievance?
A grievance is a formal complaint an employee raises with their employer about a problem at work. Common grievances concern:
- bullying, harassment or the conduct of a manager or colleague
- pay, hours, holiday or changes to terms and conditions
- workload, working conditions or health and safety
- discrimination or unequal treatment (see our discrimination at work claims page)
- how a promotion, transfer or flexible working request was handled
GOV.UK advises raising a concern informally with your manager first. A formal grievance is the next step if that does not resolve it (GOV.UK: Raise a grievance at work). For serious matters, such as sexual harassment, it is often appropriate to go straight to a formal written grievance.
Grievance or whistleblowing? A grievance is about how you are being treated. A whistleblowing disclosure concerns wrongdoing that affects the public interest, such as fraud or danger to health and safety, and carries separate legal protection. If your concern is of that kind, see our whistleblowing claims page.
How to Raise a Grievance Against Your Employer
To raise a formal grievance, put your complaint in writing to your employer and follow the steps in its written grievance procedure. Every employer should have a written procedure that explains how grievances are handled and how long each stage takes (GOV.UK: Handling an employee’s grievance).
- Check the grievance procedure. It is usually in your staff handbook or contract and tells you who to send your grievance to.
- Write your grievance letter. Keep it factual and include what happened (with dates), who was involved and any witnesses, how it has affected you, any informal steps you have already taken, and the outcome you want.
- Attend the grievance meeting. Bring any supporting documents. You may bring a companion (see below).
- Receive the written decision. Your employer should write to you with its decision, any action it will take, and how to appeal.
- Appeal if you disagree. See the appeals section below.
Keep copies of everything you send and receive. If the matter later goes to a tribunal, this record is your evidence.
The Grievance Meeting: What Happens and Who Can Attend
After receiving a written grievance, the employer should hold a meeting so the employee can explain the complaint and both sides can establish the facts. The employer runs the meeting, goes through the grievance and gives you the chance to comment (GOV.UK: Grievance meetings).
Your right to be accompanied
Under section 10 of the Employment Relations Act 1999, a worker has a legal right to be accompanied at a grievance meeting about a duty the employer owes them. The right applies on a reasonable request, and the companion can be a fellow worker, a trade union official, or a workplace trade union representative certified by their union.
If your chosen companion cannot attend, you can propose another time within five working days of the original date. Some employers’ procedures also allow a family member or Citizens Advice worker. If an employer refuses the statutory right, a tribunal can award up to two weeks’ pay.
How long does a grievance meeting last?
There is no legal minimum or maximum length for a grievance meeting. Most last between 30 minutes and two hours, depending on how complex the complaint is. The employer may adjourn to investigate further before deciding.
How Long Should a Grievance Investigation Take?
The law does not set a fixed deadline for a grievance investigation, but it must be carried out without unreasonable delay. The employer’s written procedure should state its own timescales, and it should keep you updated if those timescales slip.
As a practical guide, a straightforward grievance can often be resolved within a few weeks. Complaints involving several witnesses or serious allegations may take longer. A long, unexplained delay can be evidence of unfair treatment if the matter reaches an employment tribunal.
Important: raising a grievance does not pause the time limit for an employment tribunal claim. Do not wait for the grievance outcome if your deadline is approaching.
Appealing a Grievance Decision
If you disagree with the grievance outcome, you can appeal, and the appeal should be heard by a manager who was not involved in the original decision where possible. Your employer’s procedure should set out who to appeal to, the deadline, and how the appeal meeting will run. You have the right to be accompanied at the appeal meeting, and the employer should give its final decision in writing (GOV.UK: Appealing a grievance decision).
Mediation can be used at any stage, including after an appeal (GOV.UK: Mediation).
What If the Grievance Is Not Resolved?
If the internal grievance and appeal do not resolve the problem, an employee may be able to bring an employment tribunal claim, usually after first contacting Acas for early conciliation. Your options depend on the subject of the complaint:
- Discrimination or harassment may give rise to a claim under the Equality Act 2010. See our discrimination at work claims page.
- Unpaid wages or holiday pay: see unpaid wages claims.
- Resigning because of a fundamental breach (for example a serious grievance being ignored) may amount to constructive dismissal. See our unfair dismissal claim page.
- Leaving on agreed terms: our solicitors can negotiate a settlement agreement.
Before most tribunal claims you must notify Acas for early conciliation. Our Acas assistance page explains how we support you through it.
The Acas Code and the 25% adjustment
Employers and employees should both follow the statutory Acas Code of Practice on disciplinary and grievance procedures. Under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992, a tribunal can increase or reduce compensation by up to 25% where either side unreasonably failed to follow the Code. An employer that ignores a grievance risks a higher award. An employee who never raised one risks a lower award.
Grievance Procedure for Employers
Employers must have a written grievance procedure, share it with all staff, and handle each grievance through a fair process: investigate, hold a meeting, decide in writing and offer an appeal. (GOV.UK: Handling an employee’s grievance)
We help employers to:
- draft or update grievance policies so they comply with the Acas Code
- plan and carry out impartial investigations, including witness interviews
- manage collective grievances and complaints that overlap with disciplinary action
- handle grievances involving sexual harassment, discrimination or whistleblowing allegations
- write clear, defensible outcome and appeal letters
- assess tribunal risk and, if a claim is issued, defend employment tribunal claims
Good practice for employers: keep the process confidential and share information only on a need-to-know basis. Deal with grievances consistently with past cases. Keep written notes of every meeting. Avoid unreasonable delay. For discrimination-related complaints, see our discrimination advice for employers.
2026 Changes Affecting Grievances
Several Employment Rights Act 2025 changes in 2026 make handling grievances correctly more important for both employees and employers.
| Change | Date | Why it matters for grievances |
|---|---|---|
| Employment tribunal time limit extended from 3 to 6 months (SI 2026/954) | Claims where the relevant date is on or after 1 October 2026 | More time to complete an internal grievance before issuing a claim. The clock still runs during the grievance |
| Acas early conciliation period extended to up to 12 weeks (SI 2025/1153) | 1 December 2025 | Longer window to settle a dispute before tribunal |
| Reporting sexual harassment becomes a protected disclosure | 6 April 2026 | A sexual harassment grievance may also attract whistleblowing protection |
| Employers must take “all reasonable steps” to prevent sexual harassment, including by third parties | Planned 30 October 2026 | How an employer handles a harassment grievance will be key evidence |
| Unfair dismissal qualifying period cut to 6 months | Dismissals from 1 January 2027 | More employees can claim constructive dismissal after an unresolved grievance |
| Revised Acas Code: grievances to be short and clear, setting out the resolution sought and informal steps taken | Expected 2027 | Grievance policies and letters will need updating |
Why Choose Adam Bernard Solicitors for Grievance Advice?
- We act for both sides. We advise employees raising grievances and employers handling them, so we know how each side will approach the process.
- SRA-regulated solicitors listed on the Law Society’s Find a Solicitor directory.
- London offices in High Holborn (Central London) and Upton Park (East London), plus video consultations nationwide.
- 15 years in practice and more than 15,000 clients helped.
- Available 24/7 on 0207 100 2525.
Speak to our employment grievance solicitors today. Call 0207 100 2525 or contact us to book a consultation.
This page is for general information only and does not constitute legal advice. Last reviewed 21 October 2026.
Frequently Asked Questions
What is a grievance at work?
How do I file a grievance against my employer?
How long does a grievance meeting last?
How long should a grievance investigation take?
Can I bring someone to a grievance meeting?
Does raising a grievance stop the tribunal time limit?
Can I be dismissed for raising a grievance?
Is a grievance outcome final?
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