Raising a grievance

On what grounds can you raise a grievance?

A workplace grievance is a formal complaint about a problem or concern at work. You can raise a grievance about almost anything, including your workload, health and safety, or your manager's behaviour.

Common grounds for a grievance include being unfairly treated at work, witnessing illegal activity, or facing discrimination/harassment.

Before deciding, many ask: Can you lose your job over a grievance? Legal protections exist to prevent victimisation, but the process must be handled carefully.

When to raise one

• You want to challenge unfair treatment or a decision.
• You need the employer to correct behaviour or process failures.
• You are preparing for a possible claim and need a clear record.
• You tried to resolve the issue informally and it did not work.

Wait... Can you lose your job over a grievance?

• Under section 27 of the Equality Act 2010, you are protected against 'victimisation'. This means your employer cannot treat you badly or dismiss you because you raised a grievance (provided it was made in good faith).
• If you are dismissed shortly after raising a grievance, it may be classed as an automatically unfair dismissal if you can show the grievance was the primary reason for the termination.
• Even if you have less than 2 years service, you may still be protected if your grievance related to discrimination or a statutory right.
• What is victimisation protection in employment law? It is a legal shield designed to ensure employees aren't afraid to speak up about unfair treatment.

What are the stages of a grievance procedure? (The five steps of grievance)

1. 01

   Stage 1: Informal Resolution

   Try to resolve the concern by speaking with your manager or HR before filing a formal letter.

2. 02

   Stage 2: Formal Grievance Letter

   Submit a written complaint outlining the specific issues and how you want them resolved.

3. 03

   Stage 3: Grievance Meeting

   A formal hearing where you explain your case. You have the right to be accompanied by a colleague or trade union rep.

4. 04

   Stage 4: The Decision

   The employer must investigate and provide a written response within a reasonable timeframe (usually 24-48 hours after the meeting).

5. 05

   Stage 5: The Appeal

   If you are unhappy with the outcome, you have the right to appeal to a more senior manager.

What happens next

• The employer should acknowledge the grievance and appoint someone to review it.
• You may be invited to a meeting to clarify facts or respond to questions.
• A written decision should follow, with the option to appeal.

Evidence to attach or reference

• Key emails or messages
• Schedules or rota changes
• Policies that were not followed
• Names of witnesses
• Medical notes or fit notes if relevant

Common questions